Contra Costa Community College District Classification Study of Local 1 Represented Positions

1. Contra Costa Community College District Classification Study of Local 1Represented Positions Rollout Presentation JUNE 2013

2. Presented By Classification Study Project Leadership Team Contra Costa Community College District and Hay Group Consultants

3. Today’s Agenda • Project overview • Project work plan • Your role • Questions

4. Project Objectives • Assess the current job documentation and classifications for Local 1 positions • Check the consistency of current documentation, re-writing job descriptions as needed • Conduct a compensation study, focusing on comparable organizations as a basis for comparison • This step will be conducted once the job descriptions and classifications are updated • Review the existing salary structure with recommendations for changes • Based upon an analysis of internal and external data

5. Elements of Effective Reward Plans Compensation Philosophy Classification Describing Work Job Evaluation Measuring Work Pricing (Pay Structure) Valuing Work Plan Administration

6. Understanding Terms Classification • Developing a description of the major duties/tasks, knowledge, skills and abilities (KSAs), and qualification requirements for a position or series of positions which are associated with a job family • The focus is whether the Class Spec to which an incumbent is assigned is an accurate description of approximately 80% of the major duties/tasks of that employee’s job, and the relevant KSAs and qualifications statements as required of the job in today’s environment

7. Understanding Terms (cont’d) Job Evaluation • Comparing the content of one position/classification relative to another based on a set of common factors • The focus of job measurement is on the relative weighting of positions Pricing • Determining of the relative value of a position, both compared to others within an organization (internal equity) and to the external market (external competitiveness)

8. Proposed phased approach and timelines Determine the aim and scope of the project Project planning and Data Gathering Determine project goals and timelines – 1 month Estimate timeline and process guidelines Assign duties for classified employees and managers Conduct comprehensive classification study and job evaluation study – 3 months Capturing current job content Analyzing and measuring job content Developing a classification and Job Evaluation plan There will be 3 different groups in Phase 2

9. Proposed phased approach and timelines Developing a compensation philosophy Compensation analysis and competitive assessment – 3 months Identify comparator market and organizations Analyzing current salaries and market pay Salary Assessment and report Review recommendations and implementation

10. Project Leadership Team Role of the Project Leadership Team • Project sounding board for proposed methodology and steps • Project communicator (ears and eyes) • Provide project feedback • Manage expectations • Keep the consultants accountable for keeping on schedule • Help take internal ownership of the project • A 4CD project, not a Hay Group project

11. Your Role Role of Classified Employees: Step 1: Review your job documentation • You can find your job description online at: http://www.4cd.edu/hr/recruitment/class_specs/Forms/View%20All.aspx Step 2: Receive the Position Description Questionnaire Form (PDQ form) • You will receive this form from Hay Group in your email tomorrow. Please look for a form from 4cdclassstudy.US@haygroup.com Step 3: Complete the Position Description Questionnaire Form (PDQ form) • This document contains two Option forms (A and B). Every individual should complete only one form for their own position. • If you believe that your job description is at least 80% accurate of your position, but still wish to make some modifications, use option A • If you believe that your job description is less than 80% accurate of your position, use option B

12. Overview of the PDQ Sections in Option A form: • Personal Data • Summary of job • Represented Duties and Responsibilities • Knowledge and Abilities • Qualifications Sections in Option B form: • Part A : Personal Data • Part B : Duties • Overall purpose of your position; list your major job duties; tasks, problems & challenges, decision making • Part C : Supervision • Part D : How has your job changed? • Part E : Education and training

13. Overview of the PDQ

14. Overview of the PDQ

15. Overview of the PDQ

16. Your Role Managers/Supervisors: • Review response forms completed by all of your direct reports • Offer feedback (as needed) and designate that you have read and reviewed the document by signing it • Send the approved response form to 4cdclassstudy.US@haygroup.com

17. Hay Group Experience in the Public Sector Hay Group understands the issues associated with developing classification plans. We have worked with a wide range of education and public sector organizations. Some of these organizations include: • Butler County Community College • Cerritos Community College District • Foothill-DeAnza Community College District • Kern Community College District • MiraCosta Community College District • Salt Lake Community College • San Diego Community College District • Santa Fe Community College • Santa Rosa Junior College • Victor Valley Community College • City of Walnut Creek • Contra Costa County • Orange County • SamTrans • SMUD • Sutter Health • State of California • State of Oregon • State of Wyoming • Washoe County

18. About Hay Group 85 offices in 49 countries around the world 2,600consulting professionals 10,000 clients working with more than half of the Fortune 500 $500M annual revenue 10M leadership assessments and 14M reward survey participants Hay Group partners with clients to achieve competitive advantage through talent.

19. Questions