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Miami Dade College Reclassification Study. Presented by the Division of Human Resources February 2007. Purpose. Present approved Reclassification Study Communicate clearly the process, overall results, and how you will be affected. Brief History. Based on recommendations of:

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Miami Dade College Reclassification Study

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Miami dade college reclassification study l.jpg

Miami Dade CollegeReclassification Study

Presented by the Division of Human Resources

February 2007


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Purpose

  • Present approved Reclassification Study

  • Communicate clearly the process, overall results, and how you will be affected.


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Brief History

  • Based on recommendations of:

    • Executive Committee

    • Support Staff Council Presidents

    • College President

  • Areas selected for review:

    • Admissions/Registration

    • Financial Aid

    • Public Safety

    • Campus Services (Custodial, Mail Room and Copy Center)

    • Facilities (Maintenance, Groundskeepers and Quick Jobs)


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Brief History (Cont…)

  • HR reviewed and analyzed 60 jobs according to staffing levels, using appropriate ratios and compensation surveys

  • Based on feedback received, College Provost for Operations requested a formal reclassification review

  • Human Resources

    • Engaged external consultant to complete study

    • Reviewed findings, recommendations and completed cost/benefits analysis


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Project Scope

  • Validate/compare job duties with job descriptions (assisted by a Deans/Area Heads Task Force)

  • Compare jobs from previous MDC staffing study

  • Apply Fair Labor Standards Act (FLSA) Tests

  • Conduct Salary Survey of Market (local, regional and national)


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Surveys

  • Surveys with 2006/2007 data were utilized:

    • Watson Wyatt (Colleges & Universities)

    • Economic Research Institute (FIU, UM, BCC, specific to Miami area and State of Florida)

    • Miami-Dade County Pay Plan (local government)

    • CUPA Administrative Compensation Survey

    • Local surveys (FL Community Colleges, local public sector employers including MDCPS)


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Findings

  • Survey results reflected the College structure is within 94% of the current market salaries (2006/2007 market data)

    • Determined to be “acceptable”

  • Job groups below 90% of the current market salaries were recommended for:

    • Classification upgrade

      or

    • In-grade salary adjustment


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College & Campus Registrar Market Data Summary

  • Below 90%:

    • Information Specialist II 87%

    • Student Services Assistant II86%

    • Assistant Supervisor84%

  • At or above 90%:

    • Clerk II96%

    • Data Entry Clerk97%

    • Clerk III94%

    • Student Services Assistant I103%

    • Clerk Senior94%

    • Clerk Administrative97%


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Financial AidMarket Data Summary

  • Below 90%:

    • Assistant Supervisor 84%

    • Student Services Assistant II 86%

  • At or above 90%:

    • Clerk II 96%

    • Data Entry Clerk 97%

    • Clerk III 94%

    • Student Services Assistant I 103%

    • Clerk Senior 94%

    • Clerk Administrative 97%


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Campus ServicesMarket Data Summary

  • Below 90%:

    • Copy Center Supervisor 83%

    • Lead Dispatcher 85%

    • Public Safety Officer/Assist. Chief 86%

  • At or above 90%:

    • Mailroom Clerk I 95%

    • Custodian 103%

    • Public Safety Officer I 108%

    • Copy Center Technician 93%

    • Mailroom Clerk II 106%

    • Public Safety Officer II 108%

    • Custodian Head 97%

    • Campus Services Supervisor I 116%

    • Campus Services Supervisor II 114%

    • Campus Services Supervisor III 105%


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Reclassification Methods

  • Reclassification upgrades for specific positions

    • 10% increase or the minimum of the new salary range whichever is greater up to the midpoint;

    • Employees at or above the new midpoint will not be eligible for any type of salary change

  • Title changes

  • Consolidation of several job levels

  • In-grade salary adjustments for eligible positions

    • 5% increase up to the midpoint of the salary range

    • Employees at or above the midpoint will not be eligible for any type of salary change

  • Standardization of job descriptions college-wide


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Admissions/Registration/Financial Aid

  • Information Specialist (87% of market)

    • Change from Pay Grade 6 to 8

  • Assistant Supervisor (84% of market)

    • Change from Pay Grade 7 to 9

    • New Title – Student Services Assistant I

  • Student Services Assistant II (86% of market)

    • Remain at same Pay Grade 10

    • In-grade adjustment

  • Clerk Administrative (97% of market)

    • Remain at same Pay Grade

    • New Title – Administrative Supervisor


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Campus Services

  • Lead Dispatcher (85% of market)

    • Change from Pay Grade 9 to 10

    • Title change to Dispatcher

  • Assistant Chief (86% of market)

    • Change from Pay Grade 10 to 11

  • Copy Center Supervisor(83% of market)

    • Change from Pay Grade 9 to 11

  • Quick Copy Coordinator (83% of market)

    • Change to Copy Center Supervisor

    • Change from Pay Grade 10 to 11

  • Copy Center Technician (93% of market)

    • Consolidate all levels into Pay Grade 7

      • Copy Tech I, Pay Grade 4

      • Copy Tech II, Pay Grade 5

      • Copy Tech III, Pay Grade 7


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Implementation

  • Recommendations approved by College President retroactive to January 1, 2007

  • Implementation Plan

    • Meetings with employees

    • Individual meetings with personalized memoranda to affected employees

  • Changes in pay, pay grades & title changes, if applicable, will be reflected by the following pay dates:

    • 3/23/07 or 4/5/07 (depending on pay calendars)

    • 5/4/07 Retroactive pay (Regular & OT)


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Questions???


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