Compensation

1. Compensation Designing reasons to stay

2. Compensation defined • money in payment for loss: an amount of money or something else given to pay for loss, damage, or work done • giving of compensation: the act of giving money or something else to pay for loss, damage, or work done • amends: something that makes amends or makes up for something else • Bing Dictionary

3. Compensation defined • Provides like pay for like jobs • Zones • Grades • Minimum, top of hire, midpoint, maximum

4. Pros/Cons

5. Parts of compensation • Job Design • Job Analysis (Job Descriptions) • Hiring (right) • Determining Pay • Follow-up • Portions taken from Human Resource Management – Essential Perspectives, Mathis & Johnson, 2012.

6. Job design • Refers to organizing tasks, duties, responsibilities, and other elements into a product unit of work. Job design receives attention for three major reasons: • Influences performance • Affects job satisfaction • Impacts physical and mental health • For these reasons, person-job fit is an important concept of matching characteristics of people with characteristics of jobs.

7. Job Analysis • Is a systematic way of gathering and analyzing information about the content, context, and human requirements of jobs. Job analysis is important for several reasons: • HR planning, recruiting, and selection, setting pay rates • EEO matters (EEO/ADA, Fitness for Duty) • Pay, training, and performance appraisals (performance standards) • Expectations, standards, goal setting • Health/safety and employee/labor relations • For these reasons, job analysis has grown in importance as the workforce and jobs have changed

8. Developing job descriptions • TSA procedures: • Position Description Questionaire (PDQ) • HR Review • HR Evaluation • Includes: • Essential Functions (mandatory) (percentage) (legal aspects) • Non-essential Functions (marginal) (legal aspects) • Physical Demands and Working Conditions (legal aspects) • Minimum Education and Experience Requirements (legal aspects) • Knowledge, Skills, and Abilities (KSA’s) (legal aspects)

9. Job Descriptions • Consistency in titles across the organization • Organizational relationships • Primary duties and responsibilities • Working conditions • Education, experience, knowledge, skills, abilities, other certifications

10. FLSA Classifications • Exempt (salaried) / Non-exempt (hourly) • Based on the POSITION, not the PERSON • Determined by Federal regulations/requirements

11. Hiring (right) • Vacancies/Ads should state essential job duties, minimum education and experience, and KSA’s needed. • Minimum education and experience • KSA’s • Interviews • In hiring, individuals should be selected based on how well they compare in these areas. We should ask ourselves, “Does this individual possess the qualifications needed to be successful at this job?” • Warm bodies • Corps members

12. Determining pay rates • Comparison with required education/experience/KSA’s • Comparison of individuals with like jobs and like skills across location • Consideration for TSA experience when that experience provides added benefit • Flag Areas: • Pay compression • Protected classes

13. Follow-up • Job descriptions should be kept up to date. • WHY? • Duties change • Technology changes • People change • Legal Aspects

14. Sharing job descriptions

15. Questions Min Req Tasks Physical Demands KSA’s