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MAPS Group. Since 1983 Services Class & Pay Studies Personnel Policy development Council & Staff Retreats Management & Supervisory Training Team Building Performance Evaluation. MAPS Group. Services Assessment Center Selection Process Design Organizational Development

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Maps group
MAPS Group

  • Since 1983

  • Services

    • Class & Pay Studies

    • Personnel Policy development

    • Council & Staff Retreats

    • Management & Supervisory Training

    • Team Building

    • Performance Evaluation


Maps group1
MAPS Group

  • Services

    • Assessment Center

    • Selection Process Design

    • Organizational Development

    • Personnel Officer Circuit Rider


Clients include

Municipalities

Apex

Clayton

Goldsboro

Pine Knoll Shores

Morganton

Roxboro

Rutherfordton

Washington

Counties

Bertie

Burke

Dare

Harnett

Orange

Person

Transylvania

Vance

Clients Include


Clients include1

Other Agencies

NCLM

Institute of Government

RDU Airport

Triangle J COG

Mid-east Commission

Non-Profits

Kerr Tar Regional Council of Governments

Smithfield Housing Authority

Laurinburg Housing Authority

Clients Include


Why have class pay plan update it
Why Have Class & Pay Plan & Update it?

  • Recruit & Retain Employees

  • Internal Equity

  • Equal Pay for Equal Work

  • Maximize Cost Effectiveness

  • Defensible System


Classification range revisions
Classification & Range Revisions

  • Why Do Studies?

    • Jobs Change

      • New Technology & Regulations

      • New Services & Reorganization

    • Market Changes at different rates for different jobs (not just cola)

    • Study updates and adjusts both classification and salary range


Steps in class pay study

Identify Need

(jobs & market changes)

Employee Orientation

Questionnaires

Interviews

Analysis

Salary Survey

Complete Analysis & Write Report

Report Draft Review

Finalize Report

Present to Board

Steps in Class\Pay Study


Methodology position classification terminology
Methodology: Position Classification - Terminology

  • Classification

  • Position

  • Class Specification

  • Employee


These are not classification factors
These are not classification factors:

  • Volume of Work

  • Length of Service

  • Employee Qualifications

  • Employee Work Performance

  • Importance of the Job


Classification factors
Classification Factors

  • Difficulty, Complexity & Variety of Work

  • Public Contact

  • Education & Experience Requirements

  • Work Environment & Hazards

  • Physical Effort

  • Supervision Given

  • Supervision Received


Compensation system components
Compensation System Components

  • Class & Range Revisions

  • Annual Market Adjustment

  • Range Movement (Merit / Performance Pay)

  • Longevity Pay


I class and market changes
I. Class and Market Changes

  • Jobs change:

    • Reorganizations

    • New services

    • New technology

    • New regulations

  • Market Changes at different rate for different jobs

  • Study updates classifications and market


Ii annual market adjustment
II. Annual Market Adjustment

  • Cost of Living

  • Includes

    • Consumer Price Index (CPI)

    • Cost of Living in the local area

  • Moves hiring rate and maximum so the

    plan stays competitive

  • Helps avoid the cost of turnover

    (estimated at 66% to 125% of annual salary by US Chamber of Commerce)


Iii range movement merit performance pay
III. Range Movement/ Merit/Performance Pay

  • Purpose

    • Reward High Performance

    • Move Salaries Up Through the Range

  • Trend

    • More Local Jurisdictions emphasizing pay for performance

    • More emphasis on valid performance evaluation, training supervisors, and focusing on improvement, not just judging performance


Iv longevity pay
IV. Longevity Pay

  • Rewards & Recognizes Employees Length of Service

    • Lump Sum

    • Fourth Priority in Pay Plan based on organizational impact

    • Merit / Performance - versus Seniority

  • Trend

    • Set Dollar vs Percentage