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Enhancing Compensation and Employee Satisfaction at Ohio State University

This comprehensive overview details the history and evolution of compensation plans at Ohio State University (OSU), emphasizing employee expectations and the strategic role of HR Partner Services. Established in 1979 and evolving through studies and committees, OSU's compensation system aims to provide competitive and equitable pay while cultivating a supportive work environment. Employees seek challenging roles, customized benefits, and recognition for their contributions. The HR Department's partnership with campus leadership enhances recruitment, employee relations, and professional development, fostering a culture of growth and responsibility.

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Enhancing Compensation and Employee Satisfaction at Ohio State University

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Presentation Transcript

  1. THE JOURNEY

  2. Overview • History • What Employees Want • Compensation Goals • The Role of HR Partner Services

  3. History • Classified Pay Plan • Established in 1979 • Administrative/Professional Pay Plan • Established in 1981 • 1993 Peat Marwick Study

  4. History(Continued) • 1995 to 1996: Compensation Commission • 1997 to 2000: Compensation Committee • July 2000: Dual Classifications • 2001 to Present: Planning & Implementation Process

  5. History(Continued) • Transition • Classification of positions limited to new positions and major reorganizations • For positions that have not been broadbanded: • Demonstrated proficiency to the hiring maximum • 5% increase above the hiring maximum each fiscal year for additional responsibilities

  6. What OSU Employees Want • To know what to do to enrich their contribution to OSU • Be paid accordingly for their efforts

  7. Employee Expectations • Flexible, supportive, and nurturing work environment • Challenging and exciting work • Equitable treatment • More customized benefits • Knowing that their work matters

  8. OSU Compensation Goals • Pay must be: • Competitive • Equitable • Performance driven • Consider relative internal worth and external competitiveness

  9. OSU Staff Pay Plan • Supports and advances accomplishments of OSU mission and goals • Provides fair, consistent and equitable pay • Is flexible and responsive to labor market conditions and OSU’s business environment • Is simple to administer and easy to understand, but legally sound

  10. OSU Staff Pay Plan (Continued) • Encourages career progression and developmental opportunities for employees • Emphasizes individual and unit responsibility in partnership with OSU Human Resources

  11. HR Partner Services • Strategic partners with the campus on: • Organizational structure • Classification • Compensation • Market Comparisons

  12. HR Partner Services(Continued) • Partner with unit administrators on: • Recruitment and hiring • Employee relations support • Employee development through training • Partner with staff on: • Explanation of policies and procedures • Other assistance as required

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