Effective classification strategies ncipma fall workshop the maps group
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Effective Classification Strategies NCIPMA Fall Workshop The MAPS Group. Classification Plan A grouping of positions by the classification factors to create internal equity among jobs of similar difficulty and responsibility.

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Effective Classification Strategies NCIPMA Fall Workshop The MAPS Group

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Effective classification strategies ncipma fall workshop the maps group

Effective Classification StrategiesNCIPMA Fall WorkshopThe MAPS Group

The MAPS Group


Effective classification strategies ncipma fall workshop the maps group

Classification PlanA grouping of positions by the classification factors to create internal equity among jobs of similar difficulty and responsibility.

The MAPS Group


Effective classification strategies ncipma fall workshop the maps group

Why have a classification and pay plan?1. Recruit and retain employees 2. Internal Equity3. Equal pay for equal work4. Effective utilization of resources5. Basis for effective pay system 6. Defensible system

The MAPS Group


Effective classification strategies ncipma fall workshop the maps group

KeyTermsClass: a group of positions that are similar>In Nature & Level of work &>Requires similar KSA’s

The MAPS Group


Effective classification strategies ncipma fall workshop the maps group

Position: Collection of duties to be performed by one employee.Class Specification:general description:>Broad Responsibilities >Examples of duties>Requirements-KSA’s, licensing, etc

The MAPS Group


Effective classification strategies ncipma fall workshop the maps group

Job Description: Written description of the duties and requirements of a single position.Employee: Person appointed to a specific position

The MAPS Group


Classification factors

Classification Factors:

1. Variety and Complexity-Difficulty

2. Work Relationships

3. Decision-Making

4. KSA’s

5. Work Environment & Hazards

6. Physical Effort

7. Supervision Given and Received

The MAPS Group


Effective classification strategies ncipma fall workshop the maps group

Not Classification Factors:1. Volume of work2. Length of service3. Employee qualifications4. Employee’s performance

The MAPS Group


Classification pay review process

Classification & Pay Review Process

  • Identify Need

  • Develop Plan & Process for Review

  • Conduct Employee Orientations

  • Employees Complete Job Questionnaires

  • Conduct Interviews

  • Conduct Market Salary Survey

  • Complete Analysis

  • Write Classification Specifications and Report

  • Present Report

  • Implementation

The MAPS Group


Effective classification strategies ncipma fall workshop the maps group

Periodically update classifications 1. Jobs change2. Market changes - different rates for different jobs.

The MAPS Group


Effective classification strategies

Effective Classification Strategies

  • What methodology will be used?

  • Who will conduct the classification study?

  • How will classification study be conducted?

  • When and how will classification results be implemented?

The MAPS Group


Methodology ways to evaluate process

Methodology(Ways to Evaluate Process)

  • Simple Ranking

  • Position Classification

  • Point Factor

The MAPS Group


Methodology ways to evaluate process1

Methodology(Ways to Evaluate Process)

  • Simple Ranking

    • Relatively quick & simple to use

    • Works best in small occupational groups with wide differences in jobs

The MAPS Group


Methodology ways to evaluate process2

Methodology(Ways to Evaluate Process)

  • Position Classification

    • Evaluates positions as a whole using classification factors to analyze position components

    • Compares jobs to each other based on the factors

    • The more positions in the occupational group, the more difficult to use

    • Requires experienced analyst to do well

The MAPS Group


Methodology ways to evaluate process3

Methodology(Ways to Evaluate Process)

  • Point Factor

    • Assigns points to factors (i.e. low/medium/high on complexity)

    • Evaluates positions on all factors against the standard rather than other positions

    • Useful for evaluating many positions across department and occupational group lines

    • Easier for new analyst to use

    • Lends itself to group evaluations

    • Appears to be objective but only applies numbers to judgments

    • Overkill for small organizations and groups especially when market sets most of classification parameters

The MAPS Group


Who will conduct the study

Who Will Conduct the Study?

  • Internal Staff

  • Consultants

  • Combination

The MAPS Group


Who will conduct the study1

Who Will Conduct the Study?

  • Internal Staff

    • Knowledge of the organization

    • May not have expertise

    • May not have the time

    • May not be viewed as objective

The MAPS Group


Who will conduct the study2

Who Will Conduct the Study?

  • Consultants

    • Knowledge and expertise in classification & pay

    • Can probably complete sooner

    • Organization may not have resources to use

    • Probably viewed as more objective

    • Consultant freer to make tough recommendations

The MAPS Group


Who will conduct the study3

Who Will Conduct the Study?

  • Combination

    • Gain the knowledge and expertise where needed

    • May save some costs

    • Organization may not have expertise

    • Organization may not want to use staff time

The MAPS Group


How will study be conducted

How Will Study Be Conducted

  • Study Entire Organization

  • Study a Portion of the Organization

  • Study the Organization in Cycles (ex. 1/3 or 1/4 per year)

The MAPS Group


How will study be conducted1

How Will Study Be Conducted

  • Study Entire Organization

    • Best able to ensure appropriate relative relationships at same time

    • Organization may not be able to afford the cost of consultant and time for employee participation

    • Potential for large implementation costs

The MAPS Group


How will study be conducted2

How Will Study Be Conducted

  • Study a Portion of the Organization

    • Use when turnover or other issues indicate that classifications in one segment of the organization are more out of line than the whole

    • May cause morale issues with others in the organization

The MAPS Group


How will study be conducted3

How Will Study Be Conducted

  • Study a Portion in Recurring Cycles (ex. 1/3 or 1/4 every year)

    • Select occupational groups or departments

    • Costs spread over several years

    • Employees know when to expect a study of their jobs

    • Positions with rapidly changing market values may not be studied often enough

    • Danger that commitment to implement may change mid-cycle

The MAPS Group


Implementation

Implementation

  • No Implementation

  • Full Implementation

  • Staged Implementation

The MAPS Group


Implementation1

Implementation

  • No Implementation

    • Don’t do it!

    • Commitment to implement in some way should be obtained before study is done

    • Creates morale issues if expectations are created and not fulfilled

The MAPS Group


Implementation2

Implementation

  • Full Implementation

    • Ideal

    • May be more than the organization anticipated or can afford

    • Planning to incorporate with budget important

The MAPS Group


Implementation3

Implementation

  • Staged Implementation

    • Partial implementation may be more affordable to the organization

    • Can implement over two years rather than all at once

    • Allows for advance budget planning

The MAPS Group


Effective classification strategies ncipma fall workshop the maps group

Compensation System

and

How to Conduct and Interpret Salary Surveys

The MAPS Group


Compensation system components

Compensation System Components

  • Classification and Pay Plan

  • Market Adjustment (Cola)

  • Range Movement Method

  • Longevity

The MAPS Group


Market adjustment cola

Market Adjustment (Cola)

Includes: Consumer Price Index (CPI)

Local Market

Important to:

retain competitive position

attract qualified employees

retain experienced employees

avoid cost of turnover

The MAPS Group


Range movement

Range Movement

  • Probationary increase

  • Merit/performance pay

  • Length of service

  • Skill based pay

  • Some combination of above

The MAPS Group


Performance merit pay trends

Performance/Merit Pay Trends

  • Shift resources into performance pay

  • Employee involvement

  • Supervisory training

  • Overall emphasis on improvement

The MAPS Group


Longevity pay

Longevity Pay

  • Rewards and recognizes

  • Fourth Priority

  • Clarifies difference with performance pay

  • Trend toward specific dollar amounts

The MAPS Group


Definition of pay plan

Definition of Pay Plan

A listing of jobs by salary grade with minimum and maximums of each range with salary chart.

The MAPS Group


Identifying your market

Identifying Your Market

Criteria:

  • Core Market

  • Cover all important jobs

  • Floor and ceiling

  • Credibility

  • Special circumstances

    Importance of consistency from year to year and from job to job

The MAPS Group


Choosing jobs to survey

Choosing Jobs to Survey

Benchmark jobs

Entry level

Mid Level

Management level

The MAPS Group


Effective classification strategies ncipma fall workshop the maps group

Practice Session

The MAPS Group


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