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SRA: The Fast Track to Job Leveling

SRA: The Fast Track to Job Leveling. About Jennifer Peacock SRA Compensation Project Manager 20 years of experience in Human Resources 12 years in a government contracting environment 9 years in a consulting capacity – Compensation, Benefits, Recruitment

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SRA: The Fast Track to Job Leveling

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  1. SRA: The Fast Track to Job Leveling About Jennifer Peacock SRA Compensation Project Manager • 20 years of experience in Human Resources • 12 years in a government contracting environment • 9 years in a consulting capacity – Compensation, Benefits, Recruitment • 3 major compensation plan redesigns & implementations • 4 large-scale, significant benefit change implementations Headshot

  2. The Fast Track to Job LevelingThe SRA Storypresented by Jennifer Peacock

  3. The Company • SRA International, Inc.is dedicated to solving complex problems of great significance for government clients in defense, intelligence/homeland security/special operations, health, and civil agencies. • Systems engineering • Development and implementation • Strategic consulting • Business solutions • 1.2 billion in earnings • More than 6,300 employees located in more than 50 locations around the world

  4. The Project • Compensation plan re-design • Standard job descriptions not available for any positions • Leveling tool used • Education • Experience • Summary of duties • Limited access to the leveling tool among managers

  5. The Before: Old “Job Description”

  6. The Project Timeline

  7. The Job Description Project Phase • Compress the Compensation plan re-design effort in order to sync with WorkDay implementation • Needs: • Online job description tool to expedite process • Ability to load data via Excel • Ability to sync with grading tool • Online review process to receive feedback

  8. The Process HRTMS Job Evaluation Implementation Salary Structures Grade Assignments Job Documentation Project Planning Benchmarking

  9. The Goal • 754 job descriptions written from scratch in 8 weeks using 2 interns with no Human Resources or job description experience • How? • Information from Leveling tool • Job descriptions from other companies • HRTMS database • Internet (Monster, SHRM, World at Work, etc.)

  10. The Team

  11. The Plight • Job descriptions created in Excel • One job title used for multiple business areas • Data captured in HRTMS needs to be loaded into a global grading system • Up to 27 reviewers per job description • Reviewers at the same level • Ability for reviewers to comment on sections of the job description without changing responsibilities critical

  12. The “Don” Affect • Brainstormed ideas on how to solve out-of-the-ordinary issues • Essentially joined the team – partnership • Worked with HRTMS developers to modify system to work for SRA purposes • Created tools for reporting purposes to be able to run stats as reviews were being done • Continued to tell me that I was insane!

  13. The Solution: Technology to the Rescue • Loaded initial job description data via Excel spreadsheets – employee data and bullet lists • Created job level tab that would capture data needed to load into global grading system • Created process that allowed multiple reviewers without changes being overwritten • Created tool to view date and times reviewers had accessed the system

  14. The Data Load - Excel

  15. The Job Level Tab

  16. The Multiple Reviewer Option

  17. The Reviewer Tracking Perspective

  18. The Timeline

  19. The After: New Job Description

  20. The Future State • Compensation Project still underway • Once new job structure vetted and approved, job descriptions will be revised • Job description development and review/approval process will be established • Job descriptions will assist in establishing job tracks and career progression which help attract and retain talent

  21. The Lessons • Develop your job description tool before you announce when reviews will begin • Explain how you intend to use the tool with your developer BEFORE the project begins • Spend time planning your process • Set realistic expectations for internal and external team

  22. Questions

  23. How To Contact Us Jennifer Peacock Jennifer_Peacock@SRA.com Don Berman don@hrtms.com Bill Rost brost@hrtms.com 919.351.JOBS (5627) www.hrtms.com

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