Staff Short Term Action List
1. Develop a University Compensation Philosophy
a. Create a multi-member task force
b. Charge to review Sibson’s recommended compensation philosophy and create list of pros and cons for university leadership review and/or adoption
c. Completion date of August 1, 2013
Compensation Philosophy: The committee to review a compensation philosophy for TWU has begun its work and will continue to meet weekly through the end of August. The main charge of the committee is to review the compensation philosophy proposed by Sibson and identify the pros and cons of the proposal, suggesting alternate language where appropriate. To establish a solid foundation for discussion, the committee has already reviewed the compensation philosophies of other universities with whom committee members shared some affiliation and discussed various dimensions of TWU's current "unwritten" philosophy. At the last meeting, committee members identified pros and cons of the proposed vision statement within the philosophy and discussed alternate ways of expressing the vision. Each member has submitted a mared copy of the proposed philosophy on with she or he has highlighted pros in blue and cons in orange. These submissions are being compiled and compared to identify areas of agreement and disagreement to chart the path for subsequent discussions. Committee members include Jeff Robb, Ludovic Sourdot, Mart Tietze, Gerald Goodman, Monica Mendez-Grant, Kathleen Hedges, Lewis Benavides, Jeannie Rickey, Christina Williams, and Michael Stankey (chair). The committee has completed their work.
2. Assess staff salary levels
a. Develop external market database for collection and use of staff surveys
i. Project Team led by HR will review data collection tools and surveys and make recommendations
ii. Completion date of December 1, 2013
The Project Team has reviewed, met with, and heard presentations from three companies that provide compensation tools for market pricing and storage (database) of survey data. PayScale is the chosen company by the Project Team and HR. Please click on the below document.
In addition to purchasing a technology tool for market pricing, Sibson Consulting recommended we purchase published salary survey data. College & University Professional Association for Human Resources (CUPA-HR) and PayScale will be the chosen published salary survey data used for benchmarking for administrators, professionals and classified staff positions.
b. Review staff positions for internal equity
i. Develop criteria for making equity adjustments
ii. HR and Academic Financial Services with assistance from legal counsel and an outside consultant
N. Darlene Walker & Associates have been selected to review positions for internal equity.
c. Make a decision on developing ranges for professional and administrative positions
A decision has been made that all positions including professional and administrative will have a pay range established in the University Pay Plan.
a. Develop an implementation plan
Staff Long Term Action List
1. Evaluate salary structure and career advancement opportunities
a. Reveiw and evaluate the process and job families to determine university appropriateness
2. Performance based compensation concept
a. Develop criteria for awarding one-time performance stipends for staff and faculty
b. Merit or pay differential program
i. Evaluate a merit or pay differential program based on new performance evaluation processes
c. To be led by Human Resources and Academic Affairs
page last updated 11/26/2013 2:35 PM