1、IClientsNJITbenchmark.review.12.10.01.ppt1AgendaIntroductionsProject ObjectivesProject StepsProject TimelineQ&APosition Information Questionnaire AddendumIClientsNJITbenchmark.review.12.10.01.ppt2About the Hay GroupGlobal Human Resources Management Consulting Firm2,000 Employees Worldwide9,000 Clien
2、ts in Various IndustriesPartners with Clients to Implement Human Resources Strategies which Align with Business ObjectivesLeader in Compensation Assessment and DesignIClientsNJITbenchmark.review.12.10.01.ppt3Project ObjectivesAssess New Jersey Institute of Technologys currentposition classification
3、program and make recommendations to ensure that it enables pay in an equitable and competitive manner.NJITs current classification program has not been formallyreviewed in a number of yearsconcerns have developed about:comparability of roles and job value across the organization,turnover in certain
4、areas,and the increasing complexity of work.IClientsNJITbenchmark.review.12.10.01.ppt4Project ObjectivesBenchmark sample of 80 positions(both aligned and non-aligned)selected to encompass a representative sample of titles and job levelsin the following functional areas:Finance and BudgetNorth Jersey
5、 Transportation Planning AuthorityInformation TechnologyIClientsNJITbenchmark.review.12.10.01.ppt5Project ObjectivesRecommend modifications to the design of the current program to ensure that pay structure:Reflects job value and contribution in a consistent methodologyAchieves desired and appropriat
6、ely competitive market targetsNote:There will be no reductions in pay as a direct result of this study nor do we anticipate wholesale increases in compensation levels.IClientsNJITbenchmark.review.12.10.01.ppt6Step 1:Conduct Employee Orientation SessionsTwo sessions to familiarize NJIT employees with
7、 the objectives and steps in the process,answer questions and distribute position information questionnaires.IClientsNJITbenchmark.review.12.10.01.ppt7I:/GKN0524.pptStep 2:Conduct InterviewsInterviews will be conducted with the defined area Division Heads and Human Resources to understand NJITs:Miss
8、ion and StrategiesJob Roles and ChallengesCompensation Philosophy and IssuesCurrent Pay Structures and ProcessesIClientsNJITbenchmark.review.12.10.01.ppt8Step 2:Review and Update Job DocumentationClassification and corresponding compensation parameters should be linked to job content-in order to fai
9、rly“size”the benchmark positions at NJIT:Employees will complete a positioninformation questionnaire to providecurrent information on job accountabilities,requirements and competencies.Managers will review,comment on and approve the completed questionnaires.New Jersey Institute of Technology Experti
10、seNew Jersey Institute of TechnologyPosition Information QuestionnaireIClientsNJITbenchmark.review.12.10.01.ppt9Step 3:Evaluate JobsHay will train a committee comprised of NJIT employees in Hays proprietary job measurement methodology.Committeemembers will include senior management and selectreprese
11、ntatives from:Human ResourcesNJIT currently uses a job measurementapproach that is similar to Haysmethodology.IClientsNJITbenchmark.review.12.10.01.ppt10Step 3:Evaluate Jobs(Contd)A subset of the Committee will work with Hay to evaluate thebenchmark positions over a four day period.Hays facilitation
12、will ensure:An objective process is applied to all jobsEvaluations are consistent with external references and standardsIClientsNJITbenchmark.review.12.10.01.ppt11Step 3:Evaluate Jobs(Contd)Quality Control.The Committees evaluations will then be reviewed with the Division Heads to ensure that the re
13、lative importance of jobshas accurately been reflected.IClientsNJITbenchmark.review.12.10.01.ppt12Step 3:Evaluate Jobs(Contd)Hays Methodology is the most widely used process inthe world:Measures jobs to reflect their relative weight in the organizationProvides means to assess pay across differentmar
14、ket/functionsEvaluates jobs and not peopleNot based on performance,title,writing skills or current salaryIClientsNJITbenchmark.review.12.10.01.ppt13Hays Job Evaluation Methodology values all jobsagainst three factors:Know-HowProblem SolvingAccountability Step 3:Evaluate Jobs(Contd)IClientsNJITbenchm
15、ark.review.12.10.01.ppt14Know-How-the sum total of knowledge,however acquired,necessary for competent job performance:Technical Know-HowManagerial Know-HowHuman Relations SkillsStep 3:Evaluate Jobs(Contd)IClientsNJITbenchmark.review.12.10.01.ppt15Problem Solving-the amount of original,“self”starting
16、”thinking required to analyze,evaluate,create and make conclusions:Thinking EnvironmentThinking ChallengeStep 3:Evaluate Jobs(Contd)IClientsNJITbenchmark.review.12.10.01.ppt16Accountability-the latitude to take action and commit resources and the measured effect of the job on the organization:Freedo
17、m to ActImpact on End ResultsMagnitude(Monetary Value of Impact)Step 3:Evaluate Jobs(Contd)IClientsNJITbenchmark.review.12.10.01.ppt17The result of the job evaluation process is a ranking of positionsfrom top to bottom:Step 3:Evaluate Jobs(Contd)ProblemTotal PostionIncumbentKnow-HowSolvingAccountabi
18、lityPointsManagerJ.DoeFI3 304E3(38)115E3C 152571SupervisorS.SmithEI3 230D3(33)76D2P 115421Systems SpecialistB.BrownEI2 230D3(33)76D2C 76382IClientsNJITbenchmark.review.12.10.01.ppt18Step 4:Conduct Internal Equity AnalysisInternal consistency of pay levels can be assessed by matching dollars to point
19、s:Base Salary Practice Internal Equity Assessment$PointsIClientsNJITbenchmark.review.12.10.01.ppt19Step 5:Conduct Market Pricing AnalysisNjits pay levels will then be compared to appropriate competitive markets e.G.,Regional companies,education sector,not for profits.Annual Dollars(000s)Client Point
20、s140120100806040200024048072096090th Percentile75th PercentileABC Pay PracticeAverage25th Percentile10th PercentileIClientsNJITbenchmark.review.12.10.01.ppt20Hay will prepare a final report of findings and recommendations for NJIT Executives and Human Resources that will cover:Assessment of internal
21、 equityResults of market pricing analysisAdjustments to classification and/or compensation structureCost of implementing changesImpact of changes on current processes and bargaining agreementsHay will review the results of the study with NJIT Human Resources and Division Heads from the Benchmark gro
22、ups.Step 6:Present ReportIClientsNJITbenchmark.review.12.10.01.ppt21Once NJIT has had the opportunity to review Hays report,NJIT will present a summary of the findings and recommendations to all employees involved/impacted by the study.Step 7:Provide Feedback to EmployeesIClientsNJITbenchmark.review
23、.12.10.01.ppt22Project TimelineProject milestonesConduct employee orientationConduct interviewsEmployees complete questionnaire and send to supervisorSupervisors review questionnaires,revise and send to NJIT Human ResourcesTrain committeeEvaluate benchmarks with committeeConduct compensation analyse
24、sPresent findings and recommendationsFeedback to employees Completed ByDecember 10thDecember 18thDecember 24thJanuary 2ndMid/late JanuaryLate JanuaryFebruaryFebruary/MarchMarchIClientsNJITbenchmark.review.12.10.01.ppt23Benchmark Review of Compensation Employee OrientationDecember 10,2001IClientsNJITbenchmark.review.12.10.01.ppt24
