Introduction to the Compensation and Classification Redesign Project
University Human Resources has begun a process to design and implement a new compensation and classification system for non-organized professional and scientific staff. This process will build upon the information gained from an initial study, the Buck Consultants report received in September 2007, and the comments received on this report from the campus community.
Over time, we will move from a system of job classification and compensation focused almost exclusively on internal job relationships, to one that also uses market data to establish compensation levels, while still complying with the comparable worth provision of Iowa law. We believe that such a system will better support the recruitment and retention of University staff.
The University’s new compensation and classification system will be consistent with our needs, values and culture. Buck Consultants will again assist us. The system will be similar to the models provided in the study report, but may differ to some degree as these concepts are implemented within our context and culture.
Professional and scientific positions covered by the new system will be re-evaluated on a more current set of criteria. Individuals will provide information as jobs are described, assigned to job classifications and placed into job families. These job families will provide a clearer understanding of potential career progressions, both within and across categories of professions. We expect to move toward more job-specific classifications, in order to support both market comparisons and career progression.
The use of market data will establish a relationship between relevant markets and pay structure for similar University job classifications, using benchmark job classifications as points of comparison to develop market zones within salary levels. The specific market relationships are yet to be determined, but the system is expected to consider where we most often recruit for certain types of positions, as well as market differences relevant to various professions.
The implementation of the new system will not result in the reduction of any individual salary, but may influence the level of individual increases in the future, based upon the individual relationship to the market zone. Job performance will continue to be a significant driver for annual increases for staff.
This is an extremely large and important project. We plan to take measured steps over a period of time to evolve from the current system to one that we believe will better serve the interests of the University and staff. We expect the implementation to take at least two years, potentially guiding salary increases for FY2011. Through numerous means, including this web site, we plan to communicate frequently as our progress evolves, so that all constituents can be well informed.
We intend for the process of developing and implementing a new system to be transparent, with opportunities for input and participation by individuals and representatives of staff.
Please review this site and refer back to it so that you can be well informed about this important project.
Susan C. Buckley
Vice President for Human Resources
Submit your questions or comments