staff compensation  benefits discussion

staff compensation benefits discussion PowerPoint PPT Presentation


  • 229 Views
  • Updated On :
  • Presentation posted in: General

UNIVERSITY STAFF COMPENSATION PRINCIPLES. Achieve and maintain competitive salary and benefit levels.Ensure internal equity amongst University jobs.Colleges and units should establish compensation strategies that support their goals.Compensation program design and management should be flexible to meet collegiate/unit needs..

Related searches for staff compensation benefits discussion

Download Presentation

staff compensation benefits discussion

An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -

Presentation Transcript


1. STAFF COMPENSATION & BENEFITS DISCUSSION Presented by: Patti Dion, Director Employee Relations & Compensation Pete Ronza, Assistant Director

3. AGENDA Staff Demographics - What does the staff population look like? Market Analysis Factors - How do we arrive at the market rate for jobs? Market Comparisons - How do University jobs compare to the market?

4. STAFF DEMOGRAPHICS Location of Staff

5. STAFF DEMOGRAPHICS

6. STAFF DEMOGRAPHICS Average Age of Staff = 42.6 Average Length of Service = 10.6 years Turnover = 12% (14% in 2001) Average Retirement Age = 61

7. STAFF DEMOGRAPHICS Average Wages

8. MARKET ANALYSIS FACTORS Competitive Market Definition Labor market for a job that we compete with for recruitment and retention.

9. MARKET ANALYSIS FACTORS Competitive Market Definition-Job Families Administration Athletics Clerical Education & Outreach Finance & Accounting Health Services Human Resources/EO Information Technology Institutional Relations Legal Library & Collections Research/Science Student Services Support Services

10. MARKET ANALYSIS FACTORS Example: Health Services Family Registered Nurse Nurse Practitioner Dietician Radiologic Technologist Ultrasound Technologist Physical Therapist Maxiofacial Prosthetist Dental Assistant Dental Hygienist Pharmacy Technician Laboratory Technician Licensed Practical Nurse Admissions Interviewer Medical Records Technician

11. MARKET ANALYSIS FACTORS Data Analysis Considerations Employer Size - Comparable to the University Geographical Area - Metro, regional, national Industry Competitors - Public or private Survey Source - Reliable and published regularly Survey Date/Aging - Within a year Market Movement - Hot or normal movement Job Specialty - Are there specialties within an occupation Reliable Match - Comparability of market job to University job

12. MARKET ANALYSIS FACTORS Market Position Definition Market Average Lead Market (competitive, priority, or critical areas) Lag Market (soft markets, UofM preferred employer, benefits)

13. MARKET RELATIONSHIPS Wage Comparisons/Examples in 2002

14. MARKET RELATIONSHIPS Benefits Package Basic Retirement Plan Optional Retirement Plan Optional Short-term & Long-term Disability Plans Vacation and Sick Leave Medical Dental Life Pre-tax Reimbursement Accounts

15. MARKET RELATIONSHIPS Benefit Comparisons - 2002

16. MARKET RELATIONSHIPS Benefits Package Issues Retirement Plan Vacation and Sick Leave Medical Dental

17. SERVICE IMPROVEMENTS Information Technology Job Family Re-Design

18. SERVICE IMPROVEMENTS Updated and flexible classifications of work Enhanced market competitiveness Flexible use of staff Reduction of bureaucracy Civil Service Human Resources/EO, Pharmacists, Nursing, Purchasing and job families completed AFSCME Clerical & Office classification study underway

  • Login