university of missouri extension county program director...

CPD Revitalization Committee Review 2/21/2011

University of Missouri Extension

County Program Director

Job Analysis HR Report

Report prepared by

Melinda Adams, SPHR

Manager, Human Resource Support Services

University of Missouri Extension

February 2011

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Table of Contents

I. PURPOSE ................................................................................................................................... 3

II. DEFINITIONS AND UNDERSTANDING OF KEY CONCEPTS ........................................................ 3

III. JOB ANALYSIS REVIEW – COUNTY PROGRAM DIRECTOR SPECIFIC ........................................ 4

IV. JOB ANALYSIS REVIEW – NATIONAL DATA .............................................................................. 6

V. MARKET PRICING - STATEWIDE ................................................................................................ 8

VI. MARKET PRICING - OTHER ........................................................................................................ 9

VII. COMPENSATION ANALYSIS .................................................................................................... 10

VIII. OTHER ANALYSIS FOR CONSIDERATION ................................................................................ 11

IX. CONCLUSION ........................................................................................................................... 12

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I. PURPOSE

A job analysis and market pricing review for County Program Directors was conducted, at the

request of the CPD Revitalization Committee. This report provides information and data that

was gathered, reviewed, and interpreted for further administrative review and decision-

making.

II. DEFINITIONS AND UNDERSTANDING OF KEY CONCEPTS

Job Analysis

A job analysis is the process of gathering, examining and interpreting data about a job’s tasks

and responsibilities. An important concept in job analysis is an evaluation of the job, not the

person performing the job. The final product from a job analysis includes a thorough

understanding of the essential job functions of the job, an understanding of the duties and

responsibilities, the relative importance of these duties and responsibilities, and the skills,

knowledge, and abilities (SKA’s) needed to perform the job.

Essential Job Functions

Essential job functions are the fundamental duties of the job. A function may be considered

essential for a variety of reasons, such as a job exists primarily to perform that function

regardless of time spent on the essential function, the function requires specialized skill or

expertise, a majority of effort in the position is dedicated to the function, or the function is

significantly critical to the impact of the position or organization.

Understanding essential job functions is important for a variety of reasons such as to develop

accurate job descriptions, assist with effective recruiting, and respond to reasonable

accommodations and ADA compliance regulations.

For the purpose of this report, all the functions identified in the report titled “The Role and

Function of the County Program Director” by Kim Keller, Ph.D. will be viewed as essential and

related functions and will be included in the market analysis presented below.

Market Pricing

Market pricing is a process for determining the external value of a job, which most frequently is

done only after an effective job analysis process takes place. Marketing pricing focuses on

external competitiveness, specifically how the position you are evaluating is priced in other

companies or job markets.

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Market pricing can occur by reviewing “pure market” data which reviews the labor market and

makes adjustments based on the organizations pay standards (lags, meets, or exceeds the

market).

There are other approaches to market pricing that incorporate experience and professional

achievement; however, for the purpose of this report we will remain focused on obtaining

“pure market” data to review.

Lastly, the market data reviewed in this report is only comparing salary ranges and is not

inclusive of the total compensation of any position. Total compensation is the complete pay

package given to employees on an annual basis, including pay, benefits, retirement, etc.

III. JOB ANALYSIS REVIEW - COUNTY PROGRAM DIRECTOR SPECIFIC

Based on information provided from the CPD survey of 112 county program directors, as

analyzed and summarized in “The Role and Function of the County Program Director,” the

following job responsibilities and duties are viewed for this market analysis purpose as

“essential and related” to the role and function of the CPD position:

Resource Management

1. Represent the University of Missouri to county extension councils, county governments,

and other agencies in determining fiscal needs and developing an annual budget.

2. Represent the University of Missouri with community leaders and officials in securing

and managing resources to carry out county extension programs.

3. Pursue and develop partnerships and alliances that will sustain high-priority program

funding.

4. Assist with identifying and developing new funding resources including gifts and

endowments, grants, contracts, fees, or cost-sharing with other organizations.

5. Be knowledgeable about the development and management of grants and contracts.

6. Provide leadership to the development and management of fee structures and systems

within the county.

Extension Council Relations

7. Provide leadership to engage extension councils.

8. Assist county extension councils in conducting elections by providing leadership to

achieve membership representation of the county population.

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9. Understand, articulate, and advise the extension council on the legal resources and

fiscal responsibilities of the council.

10. Assist county extension councils in equipping and maintaining efficient extension

centers.

11. Assist in the development and implementation of training of the county extension

council so that it carries out its legal, fiscal, and programming responsibilities.

12. Utilize extension resources to develop leadership skills in the county councils in order

for councils to be advocates for extension programs.

13. Assist county extension councils with the completion of an annual audit.

14. Provide leadership to train county extension councils using methods other than the

modules.

15. Provide leadership to train county extension councils using council modules.

Engaging Community Partners

16. Provide leadership in maintaining relationships with community agencies, organizations,

key leaders, stakeholders and funding sources.

17. Inform county extension councils and other key community leaders about extension

program benefits to learners.

18. Provide leadership to engage advisory committees, community agencies, organizations,

and other activities to engage the public.

County Program Leadership

19. Showcase University of Missouri Extension programs’ value to the community.

20. Be knowledgeable about all extension programs in the county.

21. Provide leadership for the development and implementation of the county extension

marketing and public information plan.

22. Provide leadership regarding extension program planning.

23. Provide leadership regarding county extension program needs assessments.

24. Provide leadership regarding development of a county plan of work.

25. Provide leadership to design strategies to reach new and underserved audiences in the

county.

26. Provide coordination and facilitation of programs outside of your assigned specialty

area.

27. Serve as contact person for programs which have not been assigned to other

employees.

28. Provide leadership regarding evaluation of the county plan of work.

29. Monitor programs for implementation of the county plan of work.

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30. Arrange liaison for programs sponsored by any of the five campuses operating in the

county.

Personnel Relations

31. Promote an atmosphere of shared responsibility and decision-making in the county

extension office.

32. Function as a team leader in the relationship with faculty and staff assigned to the

county.

33. Implement county extension council delegated responsibility for personnel

management of support staff including day-to-day supervision of council paid

employees.

34. Provide leadership to engage extension faculty in the same county office as you.

35. Provide leadership to engage paraprofessionals/staff (i.e. YPA's and NPA's) in the same

county office as you.

36. Provide leadership to faculty in other counties.

Leadership outside the County

37. Provide input for statewide program development.

38. Provide input for regional program development.

IV. JOB ANALYSIS REVIEW - NATIONAL DATA

The primary source of national data gathered was through using O*NET, a national source of

occupational information. This source provides standardized and occupational-specific

descriptors. This program is developed under the sponsorship of the U.S. Department of Labor.

Exhibits A - D describe the tasks, requirements, knowledge, skills, and abilities associated with

the comparable occupations of a county program director. Occupations which have similar and

comparable tasks to the CPD appear to primarily be represented within the following

occupations.

Education Administration, Postsecondary - Direct, coordinate, and evaluate activities engaged

in academic departments or organizations; recruit, train, and hire personnel; formulate

strategic plans; plan and administer budgets, maintain financial records, and produce reports;

analyze operations, demographics, and other information to make changes in processes;

participate in faculty activities; represent organization in meetings with other institutions;

participate in community and state events or meetings; develop partnerships. [O*Net]

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The following CPD duties are similar in nature to the Education Administration occupation:

Determine fiscal needs and develop a budget.

Secure and manage resources.

Pursue and develop partnerships and alliances.

Provide leadership to achieve membership representation of the county population

(elections).

Provide leadership regarding county extension program needs assessments.

Provide leadership regarding development of a county plan of work.

Provide leadership to design strategies to reach new and underserved audiences in the

county.

Provide leadership regarding evaluation of the county plan of work.

Monitor programs for implementation of the county plan of work.

Public Relations Specialist - Respond to requests for information from the media or other;

develop public relations strategies to influence public opinion or promote services; plan and

direct communication to maintain favorable public opinion and stakeholder perceptions of the

organization’s accomplishments and agenda; prepare or edit publications for internal or

external audiences including employee newsletters and reports; arrange public exhibits for

clients to increase service awareness and promote goodwill, etc. [O*Net]

The following CPD duties are similar in nature to the Public Relations Specialist occupation:

Maintain relationships with community agencies, organizations, key leaders,

stakeholders and funding sources.

Inform county extension councils and other key community leaders about extension.

Showcase University of Missouri Extension programs’ value to the community.

Engage advisory committees, community agencies, organizations, etc to engage the

public.

Be knowledgeable about all extension programs in the county.

Lead, develop, and implement the marketing and public information plan.

Budget Analyst - Direct the preparation of budget reports; analyze monthly budgeting and

accounting reports to maintain expenditure reports; provide advice and technical assistance;

examine budgets; submit recommendations; analyze trends; consult with managers, etc.

[O*Net]

The following CPD duties are similar in nature to the Budget Analyst occupation:

Determine fiscal needs and develop an annual budget.

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Secure and manage resources.

Develop gifts, endowments, grants, contracts, fees.

Be knowledgeable about the management of grants and contracts.

Manage fee structures.

Advise extension council on legal and fiscal responsibilities.

First-Line Supervisor/Manager - Supervise the work of administrative or customer service

employees; provide employees with guidance in handling difficult or complex problems,

complaints, or disputes; implement policies, procedures, and standards in conjunction with

management; train and instruct employees; evaluate employees’ job performance; recruit,

interview, and hire. [O*Net]

The following CPD duties are similar in nature to the First-Line Supervisor/Manager occupation:

Promote an atmosphere of shared responsibility and decision-making in the county

extension office.

Implement county extension council delegated responsibility for personnel

management of support staff including day-to-day supervision of council paid

employees.

V. MARKET PRICING - STATEWIDE

In addition to, and working in conjunction with O*NET, is data gathered through the Missouri

Economic Research and Information Center, Missouri Department of Economic Development.

This data is based on salaries and wages per occupation within Missouri as of 2009.

The salaries for the primary four comparable occupations identified are as follows:

Table 1

EDUCATION ADMINISTRATORS, POST SECONDARY

Pay Period

2009

10% 25% Median 75% 90%

United States Hourly $22.26 $29.26 $39.81 $55.76 $77.97

Yearly $46,300 $60,900 $82,800 $116,000 $162,200

Missouri Hourly $20.41 $25.54 $35.06 $49.69 $67.29

Yearly $42,500 $53,100 $72,900 $103,400 $140,000

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Table 2

PUBLIC RELATIONS SPECIALIST

Pay Period

2009

10% 25% Median 75% 90%


Yearly $30,500 $38,800 $52,000 $72,200 $96,600

Missouri Hourly $13.33 $16.90 $21.41 $28.86 $39.57

Yearly $27,700 $35,200 $44,500 $60,000 $82,300

Table 3

BUDGET ANALYST Pay Period

2009

10% 25% Median 75% 90%


Yearly $43,600 $53,500 $66,700 $83,100 $100,900

Missouri Hourly $20.84 $24.37 $29.72 $36.98 $44.03

Yearly $43,300 $50,700 $61,800 $76,900 $91,600

Table 4

FIRST LINE SUPERVISORS

Pay Period

2009

10% 25% Median 75% 90%


Yearly $28,400 $36,300 $46,900 $60,600 $76,100

Missouri Hourly $12.19 $16.09 $21.29 $28.53 $36.50

Yearly $25,400 $33,500 $44,300 $59,300 $75,900

VI. MARKET PRICING - OTHER

Information was also gathered from other University of Missouri academic units by asking the

question “Could you provide information regarding what the College of ‘s standard

compensation practice is, if any, if a faculty member assumes additional administrative duties

and/or is assigned a position such as department chair?” Responses received at the time of this

report are:

MU College of Agriculture

Department chairs receive a $3,000 stipend

Division directors receive 10% increase

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MU College of Education

Department chairs receive $5,000 stipend plus cell phone coverage

MU College of Business

Department chairs receive $10,000 stipend

Division directors additional salary is negotiated

VII. COMPENSATION ANALYSIS

The average salaries of four comparable occupational positions, using Missouri statistics is:

Table 5

NATIONAL DATA 10% 25% MEDIAN

Education Administrators $ 42,500.00 $ 53,100.00 $ 72,900.00

Public Relations Specialists $ 27,700.00 $ 35,200.00 $ 44,500.00

Budget Analyst $ 43,300.00 $ 50,700.00 $ 61,800.00

First-Line Supervisors/Mgrs $ 25,400.00 $ 33,500.00 $ 44,300.00

Average $ 34,725.00 $ 43,125.00 $ 55,875.00

Only a few of the 38 CPD duties fell within the first-line supervisor occupation; thus, removing

this from the calculations may be more accurate. Therefore, the average salaries of the top

three comparable occupations, using Missouri statistics are:

Table 6

NATIONAL DATA 10% 25% MEDIAN

Education Administrators $ 42,500.00 $ 53,100.00 $ 72,900.00

Public Relations Specialists $ 27,700.00 $ 35,200.00 $ 44,500.00

Budget Analyst $ 43,300.00 $ 50,700.00 $ 61,800.00

Average $ 37,833.00 $ 46,333.00 $ 59,733.00

A comparison of the market price with the average salaries of the CPD’s surveyed is:

Table 7

MU Extension CPD’s 10% 25% MEDIAN

Base Salaries $43,173.00 $46,139.00 $50,828.00

Salary with stipend $44,627.00 $47,449.00 $51,971.00

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It appears based on the average salaries for the comparable occupations (table 5 and table 6)

that the salary plus stipend (table 7) may be equitable-to-slightly lower, but then fall

significantly behind after the 25th percentile.

However, if CPD’s are dedicating a significant amount of time to the role of county program

director above and beyond their role as regional faculty, then the salaries are not equitable.

Compensation for the CPD responsibilities, without taking into account the regional specialist

salaries, is significantly lagging behind market pricing for comparable occupations. Compare

table 5 and/or table 6 with table 8 below.

Table 8

Current EST.FTE Annualized FTE

$ 1,000.00 10% $ 10,000.00 100%

$ 1,500.00 10% $ 15,000.00 100%

$ 2,000.00 10% $ 20,000.00 100%

In addition, when comparing the stipends to other campus academic units who provide an

increase in compensation for taking on additional duties, the CPD compensation also falls

behind. Other University departments provide $3,000 - $10,000 stipends or 10% of salary for

taking on administrative duties.

VIII. OTHER ANALYSIS FOR CONSIDERATION

The original CPD stipends were established in 1990 and have not changed since. While the

original methodology of how the stipends were determined may no longer be applicable, it is

interesting to see that if we applied a future value (FV) calculation to these figures, the future

value stipend noted below is closer to the stipends given to faculty in at least one other MU

department (College of Education).

1990 Stipends FV 2010 @ 3%

$1,000 $1,800

$1,500 $2,700

$2,000 $3,600 **comparable to College of Ag stipend

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Another calculation to consider is a 10% increase in pay to the base salaries of regional

specialists for assuming the role of county program director. A 10% increase in pay would be

equitable to 10% of the comparable occupations noted in table 5 and table 6.

Minimum $3,675

Median $5,082

Average $5,226

Other calculations could be reviewed as well; however budget constraints may be a limiting

factor in what an organization can do.

I. CONCLUSION

The question asked was is the CPD job comparable in terms of compensation to the salary of a

regional specialist, or is it a higher grade or lower grade, when looking at market pricing. It

appears from the data that our stipends may be below market, depending on how one views

the role of regional specialist plus county program director.

This salary analysis was based on compiling 3-4 different occupations, which adds a level of

complexity to the employees who are responsible for learning and performing such varied

tasks. In addition, the degrees and work experiences typical of employees in the occupations of

Education Administration, Public Relations, Budget/Fiscal, and Office Supervisor/Mgr are

generally in the areas of business, communications, psychology, accounting, and higher

education administration, which are not the areas that most of our faculty are trained in

(agriculture, human environmental sciences, youth development, etc).

Reviewing market pricing is an important step in understanding how salaries compare with

other comparable occupations. Beyond that, providing compensation at a level that represents

the value and complexity of the position, relative to positions throughout the organization is

also critical when looking at internal pay policies.

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