STAFF COMPENSATION REVIEW PROJECT
The current staff compensation system was implemented in 2001. A team from across campus plus members of the Office of Human Resources and an external consultant developed the current broadbanded system.
All staff positions are slotted within eight groups. Each position within a group has similar internal value to the University and external market value. The internal value is determined by comparing each staff job description to the broad band group description. Jobs with similar characteristics, complexity and responsibility are placed within the same group. Each group’s description assesses jobs using five factors:
- Scope and complexity of the job and the level of impact to one or more departments on campus
- Financial impact and responsibility for fiscal resources (revenue and expenses)
- Communication skills and the kinds of interactions with customers required within and external to the campus
- Leadership and supervisory functions
- Education, knowledge and experience required
The salary range for each group is determined by setting the range around the market value of jobs in the group. The market average is determined by averaging the market value for each position within the group that has valid market data available. A number of salary surveys are purchased from local and national sources. The market data for each position is reviewed annually. Salary survey data used from the College and University Professional Association for HR (CUPA) is from Private Religious Colleges with similarly sized budget and enrollment as Belmont University.
Current Status
Over the past seven years job duties, title changes and the organizational needs of departments have required changes be made to the original system. As with all compensation programs, the validity and effectiveness of the current staff compensation system must be reviewed to determine any further changes and to comply with all legal requirements to pay employees in a fair and nondiscriminatory manner. Beginning in 2008, a project team has been appointed to review the staff compensation system and to make recommendations for modifications or changes. Communications to the campus concerning the project is a priority.
The 2008 compensation project team will focus their efforts on the following aspects of the Belmont University staff compensation program:
- Matching of Belmont University jobs to external compensation surveys
- Confirming the factors used to differentiate levels of job responsibilities
- Identifying the number of job groups and salary ranges
- Confirming the placement of all staff jobs in groups
- Using market data to construct salary ranges for each job group
- Revise the compensation administration guide and training program as necessary
The project team will NOT have access to individual employee salaries nor will they review the performance management or annual merit increase processes.
Project Team
· Sally McKay, Human Resources
· Donna Gwaltney, Human Resources
· Jimmy Davis, University College
· Jason Chandler, Development
· Andrew Johnston, Student Affairs
· Millicent Jolly, User Services
· Mike Bannon, Finance and Accounting and representing the Staff Affairs Council
· Tina Hunt Frost, College of Health Sciences
· LaKiesha Armstrong, Registrar’s Office
· Mark Grones, Plant Operations
· Paula Gill, Student Financial Services/Enrollment Services
Project Outline and Timeline
- Survey Leadership concerning current compensation system for suggestions and to address weaknesses - May 2008
- Collect, analyze and summarize market earnings information - May/June 2008
- Review titling approaches including use of job families - June 2008
- Develop salary structure(s) and groups that provides flexibility to maintain desired competitive position over time - June/July 2008
- Slot all jobs into new or modified group ranges. Discuss alternatives for job families as appropriate - June/July/August 2008
- Identify best model(s) for review by Senior Leadership. Request approval to proceed - October/November 2008
- Review and enhance salary administration guidelines and training for managers - December 2008/January 2009
- Convert any employee specific compensation system data in Banner (compensation group, titles, salary range information) December 2008/January 2009
- Provide management training program. Provide information to all staff via staff meetings and online materials - January/February 2009
