OHIO UNIVERSITY

COMPENSATION PROJECT 2014

Project Update

Jan Myers
Director of Compensation
.
February 18, 2014

Agenda
1. Project Timeline
2. Introduction of Proposed Program Model
3. Example Documents

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Project Timeline

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Compensation 2014 Project Overview

January 2014

March 2014

April 2014

Job Mapping
Share

Job Framework

Review

position
questionnaires

Identify

Market
Benchmarking

job families and sub-

families

Identify

Develop

a job framework and

classify positions

Develop
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job framework and

mapping with subject matter
experts to gain input

job documentation

comparison markets
and benchmark jobs

Match

benchmark jobs to
surveys and analyze market

Salary Structure
Design

Develop

market referenced
salary structure and pay
guidelines

Assign

all jobs to the structure

Determine

alignment of current
pay to the new structure and
program guidelines
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Compensation 2014 Project Overview

June 2014

FLSA Analysis

Conduct

general content
interviews

Review
Legal

and analyze job data

Research

Recommendations

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August 2014

EEO Analysis

Regression
Calculate
Identify

modeling

cost estimates

drives of pay,
segmentation used for
modeling and areas of
concern and policy
recommendations

November 2014

Roll Out and

Implementation

Develop

salary administration

manual
Update

related Ohio Policies

Provide

supervisor training and

employee communication

Oracle

Implementation

New Compensation Framework

Glossary of Terms
Term

Definition

Job Family

A group of jobs involving similar types of work and requiring similar training, skills,
knowledge, and expertise. The job family concept helps organize related jobs for
purposes of pay, career progression and performance management
Examples:
Human Resources; Information Technology; Library Services

Sub-Family

A sub-set of a job family, usually more specialized in nature

Examples
Compensation, Benefits (sub-families within Human Resources)
Help Desk, Systems Analysis (sub-families within Information Technology)
Collections, Archives (sub-families within Library Services)

Career Track

A progression that describes the nature of work being performed. Three Career Tracks
have been defined for OU:
Technical & Administrative Support
Individual Contributor
Management

Level Guides

Descriptions of level requirements and responsibilities within the 3 Career Tracks; Career
Track Level Guides describe the general leveling of jobs within each track throughout the
University

Job Family Grid

Descriptions of the levels of work being performed within a job family and across the
relevant career tracks

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Job Framework Overview

Organizes Jobs as Foundation for Pay and Career Progression

University-wide framework for consistent leveling of positions

Leveling includes managerial, individual contributor, and
technical & administrative support career tracks that articulate
meaningful differences in roles, impact and requirements.
Descriptive progressions are provided for functionally-based
job families. These progressions describe broad
accountabilities and requirements.
Sub-families identify specific career paths and serve as a
foundation for market pricing positions.

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Proposed Job Families and Representative Sub-Families

Job Family

Sub-Families

Academic and Program Management

Program Management, Academic Administration

Academic Services

Advising, Career Counseling

Administrative Management

Administrative Management

Administrative Services

Administrative Support

Athletics

Coaching, Training and Conditioning, Equipment Management

Auxiliary Services

Transportation Services, Food Services, Bookstore, Mail Services, Print Services

Communications and Marketing

Multi-media, General, Public Relations, Visual, Written

Development and Institutional

Advancement

Development, Fundraising, Corporate and Foundations, Alumni Affairs, Events

Planning, Donor Research

Educational Services

Early Childhood Education, Professional Development

Engineering & Architecture

R&D Engineering, Planning, Design & Construction

Enrollment Services

Admissions, Financial Aid, Registrar

Environmental Safety and Police

Services

Campus Police, Transportation, Parking, Environmental Safety, Sustainability and

Recycling

Event Services

Event Services

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Proposed Job Families and Representative Sub-Families

(continued)

Job Family

Sub-Families

Facilities

Maintenance, Custodial, Landscaping & Grounds

Finance and Business

Accounting, Budgeting, Procurement, Payroll, Risk Management, Business Analysis,

Institutional Research, Administrative Management

Fine and Performing Arts

Exhibits, Theatre

Health Services

Counseling, Wellness, Health Education, Psychology, Nursing

Human Resources

Benefits, Compensation, Employee/Labor Relations, Employment, Organizational

Development, Generalists, HRIS/Records

Information Technology

Help Desk, Infrastructure, Security, Database Administration, Business Analysis, Systems

Analysis, Web Services, Instructional Technology

Legal and Compliance

Legal, Audit, Ombudsman, Compliance

Library and Museums

Collections, Access, Archives, Library Information Services, Museum Operations

Media Production

TV/Radio/Video Production

Records Management

Records Management

Research Administration

Grants & Contract Administration, Technology Transfer, Compliance & Research Program
Administration

Research and Labs

Field Research, Lab Research, Lab Support, Animal Care

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Student Affairs

Student Life & Development, Diversity, Accessibility Services, Recreation, Housing

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Subject Matter Expert Role

Primary role
Represent functional area and provide feedback regarding the applicability of
Compensation 2014 Project (COMP 2014) across the University
Provide assistance to the project when required
Provide input regarding differences of opinion and approach
Provide feedback and input on project deliverables
- Job Family Grids

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Job Framework Overview

Example categories in a job framework
Illustrative

Job
Framework

JOB FAMILY

SUB -FAMILY

Academic Services

Benefits

Facilities

Compensation

Legal and Compliance

Generalists

Library and Museums

Employment

Finance and Business

Organizational
Health
and Safety
Development

Research and Labs

HRIS/Records

Athletics

CAREER LEVEL

Management (M)

Individual
Contributor V
Individual
Contributor IV

Individual
Contributor (IC)

EE/Labor Relations

Human Resources

Student Affairs

CAREER TRACK

Technical and
Administrative
Support (TAS)

Individual
Contributor III
Individual
Contributor II
Individual
Entry (IC1)I
Contributor

Information Technology
Ind. Cr V

family,
career stream and career level

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Job Framework Overview

Provides consistency across the University
Illustrative
Career
Career
Tracks
Tracks

Technical &
Administrative
Support (TAS)

Individual
Contributor
(IC)

Management
(M)

M5

Broadly
describes the
nature of the
roles at the
University

IC5

M4

IC4

M3

IC3

M2

TAS4

IC2

M1

TAS3

IC1

TAS2

Career
Career
Levels
Levels

Describes
incremental
changes in job
scope and
responsibilities

TAS1

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Job Framework Overview

The job framework informs pay structures
Job Framework
Technical &
Administrative
Support

Individual
Contributor

Pay Linkages

Illustrative

Base Pay Structure(s)

Management

Job Family/ Sub-family

M5

IC5

M4

IC4

M3

IC3

M2

TAS4

IC2

M1

TAS3

IC1

B
C
D
E
F
G
H

TAS2

I
TAS1

J
K
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