超级275haygroup薪酬标杆.ppt

I\Clients\NJIT\benchmark.review.12.10.01.ppt1Agenda•Introductions•Project Objectives•Project Steps•Project Timeline•Q&A•Position Information Questionnaire AddendumI\Clients\NJIT\benchmark.review.12.10.01.ppt2About the Hay Group•Global Human Resources Management Consulting Firm•2,000 Employees Worldwide•9,000 Clients in Various Industries•Partners with Clients to Implement Human Resources Strategies which Align with Business Objectives•Leader in Compensation Assessment and DesignI\Clients\NJIT\benchmark.review.12.10.01.ppt3Project ObjectivesAssess New Jersey Institute of Technology’s currentposition classification program and make recommendations to ensure that it enables pay in an equitable and competitive manner.NJIT’s current classification program has not been formallyreviewed in a number of years…concerns have developed about:comparability of roles and job value across the organization,turnover in certain areas, and the increasing complexity of work.I\Clients\NJIT\benchmark.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 Budget•North Jersey Transportation Planning Authority•Information TechnologyI\Clients\NJIT\benchmark.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 methodology•Achieves desired and appropriately 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.I\Clients\NJIT\benchmark.review.12.10.01.ppt6Step 1: Conduct Employee Orientation SessionsTwo sessions to familiarize NJIT employees with the objectives and steps in the process, answer questions and distribute position information questionnaires.I\Clients\NJIT\benchmark.review.12.10.01.ppt7I:/GKN0524.pptStep 2: Conduct InterviewsInterviews will be conducted with the defined area Division Heads and Human Resources to understand NJIT’s:•Mission and Strategies•Job Roles and Challenges•Compensation Philosophy and Issues•Current Pay Structures and ProcessesI\Clients\NJIT\benchmark.review.12.10.01.ppt8Step 2: Review and Update Job DocumentationClassification and corresponding compensation parameters should be linked to job content - in order to fairly “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 ExpertiseNew Jersey Institute of TechnologyPosition Information QuestionnaireI\Clients\NJIT\benchmark.review.12.10.01.ppt9Step 3: Evaluate JobsHay will train a committee comprised of NJIT employees in Hay’s proprietary job measurement methodology. Committeemembers will include senior management and selectrepresentatives from:•Human ResourcesNJIT currently uses a job measurementapproach that is similar to Hay’smethodology. I\Clients\NJIT\benchmark.review.12.10.01.ppt10Step 3: Evaluate Jobs (Cont’d)A subset of the Committee will work with Hay to evaluate thebenchmark positions over a four day period. Hay’s facilitationwill ensure:•An objective process is applied to all jobs•Evaluations are consistent with external references and standardsI\Clients\NJIT\benchmark.review.12.10.01.ppt11Step 3: Evaluate Jobs (Cont’d)Quality Control….The Committee’s evaluations will then be reviewed with the Division Heads to ensure that the relative importance of jobshas accurately been reflected.I\Clients\NJIT\benchmark.review.12.10.01.ppt12Step 3: Evaluate Jobs (Cont’d)Hay’s Methodology is the most widely used process inthe world:•Measures jobs to reflect their relative weight in the organization•Provides means to assess pay across differentmarket/functions•Evaluates jobs and not people•Not based on performance, title, writing skills or current salaryI\Clients\NJIT\benchmark.review.12.10.01.ppt13Hay’s Job Evaluation Methodology values all jobsagainst three factors:•Know-How•Problem Solving•Accountability Step 3: Evaluate Jobs (Cont’d)I\Clients\NJIT\benchmark.review.12.10.01.ppt14Know-How - the sum total of knowledge, however acquired,necessary for competent job performance:•Technical Know-How•Managerial Know-How•Human Relations SkillsStep 3: Evaluate Jobs (Cont’d)I\Clients\NJIT\benchmark.review.12.10.01.ppt15Problem Solving - the amount of original, “self”starting” thinking required to analyze, evaluate, create and make conclusions:•Thinking Environment•Thinking ChallengeStep 3: Evaluate Jobs (Cont’d)I\Clients\NJIT\benchmark.review.12.10.01.ppt16Accountability - the latitude to take action and commit resources and the measured effect of the job on the organization:•Freedom to Act•Impact on End Results•Magnitude (Monetary Value of Impact)Step 3: Evaluate Jobs (Cont’d)I\Clients\NJIT\benchmark.review.12.10.01.ppt17The result of the job evaluation process is a ranking of positionsfrom top to bottom:Step 3: Evaluate Jobs (Cont’d)I\Clients\NJIT\benchmark.review.12.10.01.ppt18Step 4: Conduct Internal Equity AnalysisInternal consistency of pay levels can be assessed by matching dollars to points:Base Salary Practice Internal Equity Assessment$PointsI\Clients\NJIT\benchmark.review.12.10.01.ppt19Step 5: Conduct Market Pricing AnalysisNjit’s pay levels will then be compared to appropriate competitive markets e.G., Regional companies, education sector, not for profits...Annual Dollars (000’s)Client Points140120100806040200024048072096090th Percentile75th PercentileABC Pay PracticeAverage25th Percentile10th PercentileI\Clients\NJIT\benchmark.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 equity•Results of market pricing analysis•Adjustments to classification and/or compensation structure•Cost of implementing changes•Impact 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 groups .Step 6: Present ReportI\Clients\NJIT\benchmark.review.12.10.01.ppt21Once NJIT has had the opportunity to review Hay’s report, NJIT will present a summary of the findings and recommendations to all employees involved/impacted by the study.Step 7: Provide Feedback to EmployeesI\Clients\NJIT\benchmark.review.12.10.01.ppt22Project TimelineProject milestones•Conduct employee orientation•Conduct interviews•Employees complete questionnaire and send to supervisor•Supervisors review questionnaires, revise and send to NJIT Human Resources•Train committee•Evaluate benchmarks with committee•Conduct compensation analyses•Present findings and recommendations•Feedback to employees Completed ByDecember 10thDecember 18thDecember 24thJanuary 2ndMid/late JanuaryLate JanuaryFebruaryFebruary/MarchMarchI\Clients\NJIT\benchmark.review.12.10.01.ppt23Benchmark Review of Compensation Employee OrientationDecember 10, 2001。