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Classified Staff Salary Classified Staff Salary StudyStudy

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OverviewOverview Provide an overview of studyProvide an overview of study

Review study methodologyReview study methodology

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Goal of Classified Staff Salary Goal of Classified Staff Salary StudyStudy Evaluate individual jobs related to the market.Evaluate individual jobs related to the market.

Range/band structure.Range/band structure. The appropriate market.The appropriate market. A consistent pay position relative to the market.A consistent pay position relative to the market. Relative value of the market versus internal Relative value of the market versus internal

comparisons.comparisons.

Evaluate the compensation level of the classified Evaluate the compensation level of the classified staff member based on the individual’s staff member based on the individual’s experience, knowledge, skills and abilities as it experience, knowledge, skills and abilities as it relates to the job. Additionally, internal equity relates to the job. Additionally, internal equity will be taken into account.will be taken into account. Pay guidelines/policies.Pay guidelines/policies. Consideration of skills, knowledge and experience.Consideration of skills, knowledge and experience. Performance versus longevity.Performance versus longevity. Internal equity between incumbents in similar jobs.Internal equity between incumbents in similar jobs.

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MethodologyMethodology Conducted site visits at MUSC and The CitadelConducted site visits at MUSC and The Citadel

Reviewed methodology used by external consultantsReviewed methodology used by external consultants Discussed project details and challengesDiscussed project details and challenges

Researched and procured survey data from external sources. Researched and procured survey data from external sources.

Developed a FAQ regarding Classified Staff Salary Study for Developed a FAQ regarding Classified Staff Salary Study for website.website.

Developed web-based survey to collect updated information Developed web-based survey to collect updated information regarding education, certifications and special licensure. regarding education, certifications and special licensure. Verified education information through the Student Verified education information through the Student

ClearinghouseClearinghouse

Collected key dates, including: slotted hire date, agency hire Collected key dates, including: slotted hire date, agency hire date, classification date and state hire date.date, classification date and state hire date.

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Methodology (continued)Methodology (continued) Visually reviewed and re-verified employment Visually reviewed and re-verified employment

applications/resumes for employees. Data applications/resumes for employees. Data collected included: relevant external collected included: relevant external experience, CCU other experience (temporary, experience, CCU other experience (temporary, other funded) and relevant slotted CCU other funded) and relevant slotted CCU experience.experience. Student, intern, practicum, graduate assistantship experiences Student, intern, practicum, graduate assistantship experiences

were excluded. were excluded. Experience not related to the employee’s current role was Experience not related to the employee’s current role was

excluded.excluded. In some cases, experience was “prorated” if there were In some cases, experience was “prorated” if there were

relevant components or the work experience was not full-time.relevant components or the work experience was not full-time. Experience for slotted employees who experienced a break in Experience for slotted employees who experienced a break in

service and then were rehired had to be manually adjusted.service and then were rehired had to be manually adjusted. For certain positions, only direct experience was considered. For certain positions, only direct experience was considered.

This determination was based on market position matches and This determination was based on market position matches and job fit.job fit.

Incomplete/illegible information excluded.Incomplete/illegible information excluded.

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Methodology (continued)Methodology (continued) Market survey data (source/position match) was Market survey data (source/position match) was

then matched to specific positions based on job then matched to specific positions based on job roles.roles. Survey source/position match was based on “best fit”. Survey source/position match was based on “best fit”. Survey data used:Survey data used:

CUPA: Administrative Compensation SurveyCUPA: Administrative Compensation Survey CUPA: Mid-Level Compensation SurveyCUPA: Mid-Level Compensation Survey Watson-Wyatt: Office Personnel, Technician and Skilled Watson-Wyatt: Office Personnel, Technician and Skilled

Trades Personnel, Supervisory Management, Human Trades Personnel, Supervisory Management, Human Resources Personnel, Logistics and Materials Resources Personnel, Logistics and Materials Management, Marketing Personnel and Information Management, Marketing Personnel and Information Technology and e-Commerce Personnel.Technology and e-Commerce Personnel.

ESC-ONET was used in a few cases where job fit could ESC-ONET was used in a few cases where job fit could not be identified through other sources. not be identified through other sources.

Note: Note: (a) data was not aged due to the current economic conditions.(a) data was not aged due to the current economic conditions.(b) higher education data was used where ever feasible. Did not use a category if (b) higher education data was used where ever feasible. Did not use a category if there were not at least 5 participants.there were not at least 5 participants.(c) data was not limited by a specific geographic region since the data was not (c) data was not limited by a specific geographic region since the data was not available in that format for all survey sources.available in that format for all survey sources.

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Methodology (continued)Methodology (continued) Job fit was determined by reviewing individual Job fit was determined by reviewing individual

job descriptions and organizational charts. job descriptions and organizational charts.

If a survey position match was not a good fit, If a survey position match was not a good fit, every effort was made to find another quality every effort was made to find another quality source. If one could not be found, the survey source. If one could not be found, the survey data was “discounted” or assigned a “premium”. data was “discounted” or assigned a “premium”. The amount of discount or premium depended The amount of discount or premium depended on the degree of job fit. on the degree of job fit.

In certain cases, CCU has specific minimum In certain cases, CCU has specific minimum starting salary rates. If CCU’s minimum starting salary rates. If CCU’s minimum starting salary exceeded the market data, the starting salary exceeded the market data, the market rates were adjusted upward accordingly.market rates were adjusted upward accordingly.

ESC-ONET did not have 40ESC-ONET did not have 40thth percentile or 60 percentile or 60thth percentile data available. CCU calculated the percentile data available. CCU calculated the data based on proportions.data based on proportions.

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Methodology (continued)Methodology (continued) Education was a factor only in determining Education was a factor only in determining

the quality of a job match. It is expected the quality of a job match. It is expected that employees had the necessary that employees had the necessary credentials to perform in their current credentials to perform in their current positions. No additional compensation was positions. No additional compensation was awarded for certain levels of education, awarded for certain levels of education, certification or licensure. certification or licensure.

Once the data collection process was Once the data collection process was completed, the next phase included the completed, the next phase included the analysis of the data. analysis of the data.

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2009/10 Staff Salary Study Experience 2009/10 Staff Salary Study Experience ThresholdsThresholds

Salary PercentileMonths of Experience

(External, CCU and/or Direct)Experience in Years

0th 0 – 35 Months 0.00 – 2.99 Years

25th 36 – 71 Months 3.00 – 5.99 Years

40th 72 – 119 Months 6.00 – 9.99 Years

50th (Median) 120 – 155 Months 10.00 – 12.99 Years

60th 156 – 203 Months 13.00 – 16.99 Years

75th 204+ Months 17+ Years

This schedule was used to calculate pay plan options. It was developed by the project team This schedule was used to calculate pay plan options. It was developed by the project team to recognize market salary benchmarks and an individual’s level of experience. to recognize market salary benchmarks and an individual’s level of experience.

*Employees with less than 3 years of experience (internal/external) would not be included in *Employees with less than 3 years of experience (internal/external) would not be included in the study. Study included all classified employees on the payroll as of December 16, 2009.the study. Study included all classified employees on the payroll as of December 16, 2009.

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Analyzing the DataAnalyzing the Data Prior to analyzing the data, it was necessary to Prior to analyzing the data, it was necessary to

make some modifications such as:make some modifications such as: Annualize salaries of employees on a basis of less than Annualize salaries of employees on a basis of less than

12 months or with work hours of less than 37.5 per 12 months or with work hours of less than 37.5 per week.week.

Identify employees currently in leave without pay Identify employees currently in leave without pay (LWOP)(LWOP)

Identify employees who have transferred or were Identify employees who have transferred or were hired at CCU within the last year. hired at CCU within the last year.

Identify positions which necessitate counting “direct” Identify positions which necessitate counting “direct” experience only. experience only.

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The Classified Staff Salary Study The Classified Staff Salary Study results were submitted for results were submitted for Administrative review on Administrative review on January 29, 2010.January 29, 2010.

Questions about the study may Questions about the study may be submitted to be submitted to hr@coastal.edu and will be forwarded to the and will be forwarded to the appropriate person for response. appropriate person for response.