Classified Staff Salary Study

1. Classified Staff Salary Study

2. Overview Provide an overview of study Review study methodology

3. Goal of Classified Staff Salary Study Evaluate individual jobs related to the market. Range/band structure. The appropriate market. A consistent pay position relative to the market. Relative value of the market versus internal comparisons. Evaluate the compensation level of the classified staff member based on the individual’s experience, knowledge, skills and abilities as it relates to the job. Additionally, internal equity will be taken into account. Pay guidelines/policies. Consideration of skills, knowledge and experience. Performance versus longevity. Internal equity between incumbents in similar jobs.

4. Methodology Conducted site visits at MUSC and The Citadel Reviewed methodology used by external consultants Discussed project details and challenges Researched and procured survey data from external sources. Developed a FAQ regarding Classified Staff Salary Study for website. Developed web-based survey to collect updated information regarding education, certifications and special licensure. Verified education information through the Student Clearinghouse Collected key dates, including: slotted hire date, agency hire date, classification date and state hire date.

5. Methodology (continued) Visually reviewed and re-verified employment applications/resumes for employees. Data collected included: relevant external experience, CCU other experience (temporary, other funded) and relevant slotted CCU experience. Student, intern, practicum, graduate assistantship experiences were excluded. Experience not related to the employee’s current role was excluded. In some cases, experience was “prorated” if there were relevant components or the work experience was not full-time. Experience for slotted employees who experienced a break in service and then were rehired had to be manually adjusted. For certain positions, only direct experience was considered. This determination was based on market position matches and job fit. Incomplete/illegible information excluded.

6. Methodology (continued) Market survey data (source/position match) was then matched to specific positions based on job roles. Survey source/position match was based on “best fit”. Survey data used: CUPA: Administrative Compensation Survey CUPA: Mid-Level Compensation Survey Watson-Wyatt: Office Personnel, Technician and Skilled Trades Personnel, Supervisory Management, Human Resources Personnel, Logistics and Materials Management, Marketing Personnel and Information Technology and e-Commerce Personnel. ESC-ONET was used in a few cases where job fit could not be identified through other sources. Note: (a) data was not aged due to the current economic conditions. (b) higher education data was used where ever feasible. Did not use a category if there were not at least 5 participants. (c) data was not limited by a specific geographic region since the data was not available in that format for all survey sources.

7. Methodology (continued) Job fit was determined by reviewing individual job descriptions and organizational charts. If a survey position match was not a good fit, every effort was made to find another quality source. If one could not be found, the survey data was “discounted” or assigned a “premium”. The amount of discount or premium depended on the degree of job fit. In certain cases, CCU has specific minimum starting salary rates. If CCU’s minimum starting salary exceeded the market data, the market rates were adjusted upward accordingly. ESC-ONET did not have 40th percentile or 60th percentile data available. CCU calculated the data based on proportions.

8. Methodology (continued) Education was a factor only in determining the quality of a job match. It is expected that employees had the necessary credentials to perform in their current positions. No additional compensation was awarded for certain levels of education, certification or licensure. Once the data collection process was completed, the next phase included the analysis of the data.

9. 2009/10 Staff Salary Study Experience Thresholds This schedule was used to calculate pay plan options. It was developed by the project team to recognize market salary benchmarks and an individual’s level of experience. *Employees with less than 3 years of experience (internal/external) would not be included in the study. Study included all classified employees on the payroll as of December 16, 2009.

10. Analyzing the Data Prior to analyzing the data, it was necessary to make some modifications such as: Annualize salaries of employees on a basis of less than 12 months or with work hours of less than 37.5 per week. Identify employees currently in leave without pay (LWOP) Identify employees who have transferred or were hired at CCU within the last year. Identify positions which necessitate counting “direct” experience only.

11. The Classified Staff Salary Study results were submitted for Administrative review on January 29, 2010. • Questions about the study may be submitted to hr@coastal.edu and will be forwarded to the appropriate person for response.