1 / 15

2014 Total Compensation Survey

2014 Total Compensation Survey. August 1, 2012 Lidia Santiesteban OSHRD Compensation. Objective. Discuss an overview of the 2014 Total Compensation Survey and recommended improvements. Provide the group with projected deadlines of steps in the critical path of the survey process.

vera
Télécharger la présentation

2014 Total Compensation Survey

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. 2014 Total Compensation Survey August 1, 2012 Lidia Santiesteban OSHRD Compensation

  2. Objective • Discuss an overview of the 2014 Total Compensation Survey and recommended improvements. • Provide the group with projected deadlines of steps in the critical path of the survey process. • Discuss agencies’ desired changes to the process and ideal end product.

  3. 2014 TCS Process Improvement Objectives • Streamline and enhance our salary survey process by: • Aligning methodology with industry standards, • Minimizing the scope of the survey to facilitate responses, • Developing appropriate criteria to target most comparable participants, • Revising the benchmark selection process, • Modernizing the benchmark descriptions, and • Reconsidering and validating the indexing process.

  4. What Needs Fixing… • Every two years we use a consultant to conduct a customized compensation and benefits survey at a cost of ~ $147,000. • The survey is cumbersome; the benchmark descriptions are long, wordy and not consistent with professional survey standards. • We do not use the benefits component of the survey results for any identifiable purpose. • We use the compensation component of the survey results to determine the market rates (in 2006, 2008 and 2010, neither the salary structure nor individual salaries were adjusted as a result of the market comparison). • It is not used for salary setting purposes for new classes or for new hires. • It does not include WMS or Exempt positions and it is not used in setting market based salaries for this group.

  5. Criteria To Identify Participants:

  6. Criteria For Out-Of-State Participants:

  7. Benchmark Selection Process:

  8. Job Indexing Process:

  9. Survey Scope:

  10. Application of Survey Results:

  11. Discussion Period • What is your agency’s current/desired use/applicability of the survey? • Of the changes we are undertaking, what is the most important to your agency? • In an ideal world what would the final survey product do for your agency?

  12. Work Briefing Schedule

  13. Work Briefing Schedule

  14. Survey Timeline • August 2012 • Communicate 2014 TCS plan to Labor Relations Office, unions, agencies and higher education institutions. • Finalize draft benchmark descriptions and indexing relationships. • September 2012 • Hold benchmark and indexing briefing sessions for agencies and higher education institutions. • October 2012 • Identify survey participants. • Gather benchmark and indexing feedback from agencies and higher education institutions. • November –December 2012 • Hold benchmark and indexing briefing sessions for unions. • Receive benchmark and indexing feedback from unions. • Receive feedback on survey participants from all stakeholders.

  15. Thank you! Questions?

More Related