Compensati on Model Supervisor Training Presented by: Jennifer
Compensati on Model Supervisor Training Presented by: Jennifer Larson Valley City State University Human Resources Director February 10, 2015 Introduction
Total Rewards Compensation Model Employee Appraisal Form Total Rewards Compensation Retirement Employee Benefits
Total Rewards Location Compensation Model Less than 3% If the annual percentage increase given is less than 3% then everyone will receive an equal across
the board percentage increase and the Compensation Model will not be used. Compensation Model Components Longevity Rank/Position Market/
Equity CUPA/Jobs ND Across the Board Merit Equal % Increase Employee Appraisal
Longevity http://www.condenaststore.com/-sp/In-recognition-of-your-many-years-of-servi ce-we-d-like-to-offer-you-a-sa-New-Yorker-Cartoon-Prints_i8481524_. htm Market/Equity Example If 20 people are $5,000 behind market value, then each would get 5% of the Market/Equity funds 5.00% 5.00%
5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00%
5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00%
5.00% 5.00% 1 2 3 4 5 6 7 8
9 10 11 12 13 14 15 16 17 18 19 20
Across the Board (ATB) http://www.dreamstime.com/stock-photo-pay-raise-image17620260 Merit Pay for performance Incentive Pay Links employee pay to measures of performance Faculty Goal To have Faculty salaries at 85% plus 1% for every year at
rank up to 10 years for a goal of 95% of market value. 5% is taken into account for our benefit package for a total of 100%. Another goal is to provide an opportunity for faculty to receive merit awards. The annual funds provided by the Legislature for compensation will be dispersed in two components (across the board and market/equity) Faculty Model Example of allocation with a 4% Legislative increase
Faculty Across the Board Market/Equity Percent of Annual Percent of Allocation Increase 83.33% 3.33% 16.67% 0.67%
Staff & Coaches Compensation Goal To have Staff & Coaches salaries at 80% plus 0.75% for every year in position up to twenty years for a goal of 95% of market value. 5% is taken into account for our benefit package for a total of 100%. Another goal is to provide compensation based on performance. The annual funds provided by the Legislature for compensation will be dispersed in three components (across the board, market/equity and merit) Staff & Coaches Model
Example of allocation with a 4% Legislative increase Staffand Coaches Across the Board Market/Equity Merit Percent of Annual Allocation Increase 50%
2% 15% 0.60% 35% 1.40% Additional Compensation Not Included in the Model Faculty $2,000 from institutional funds will be set aside for merit awards.
Staff & Coaches $2,000 from institutional funds will be set aside for the Staff Member of the Quarter Awards. Employee Appraisal Form Aid in Merit Pay for Staff/Coaches Requirements Policies Evaluation Process
Merit Pay NDUS Policy 17 PERFORMANCE DEVELOPMENT 17.1 Performance development is a positive, goal-oriented means to improve individual performance on the job and to recognize improved performance at all levels of employment. Performance development is based on job clarification; improved communication and understanding between management and employees; and upon the definition and review of results for both personal, group, and organizational achievement. 17.2
At the completion of an employee's probationary period and at least once a year thereafter, each staff employee shall participate in a performance development review. At a minimum, the performance development review shall include: The mutual review of job responsibilities insuring they continue to accurately represent the employee's contributing role in departmental objectives and the institution's overall mission; A mutually agreed upon performance development plan which includes a review and discussion of the progress made in accomplishing goals established within prior year performance plans; Determination of an individual's future training needs including necessary resources to achieve the goals as established within the performance development plan; and
Solicitation and follow-up on suggestions for continuous improvement of organizational processes and systems within which the individual works. 1. SBHE 604.3 Performance Evaluations: Benefited Employees All benefited university system employees shall have an annual written and verbal performance development review that includes evaluation of performance based upon mutually agreed upon development plans or goals. Procedures governing
faculty shall be consistent with requirements stated in Policy 605.1. Requirements for employees included within the broadbanding system are stated in Section 17 of the NDUS Human Resource Policy Manual; those requirements shall also apply to all other employees except faculty. 2. All merit pay increases must be supported by current written performance reviews and consistent with a salary administration plan adopted under policy 702.4. Performance Evaluations https://www.google.com/search? q=longevity+cartoon&biw=1920&bih=922&tbm=isch&tbo=u&source=univ&sa=X&ei=1lHZVN_yIMmnyASNiYLoCQ&ved=0CB0QsAQ#tbm=isch&q=performance+goals+cartoon&imgd
ii=_&imgrc=yVNfttSHF05ULM%253A%3BxWl3Jw5oQOH9xM%3Bhttp%253A%252F%252Fwww.cs.vu.nl%252F~frankh%252Fdilbert%252Fannual-review.gif%3Bhttp%253A%252F %252Fwww.cs.vu.nl%252F~frankh%252Fdilbert.html%3B600%3B208 Performance Evaluation Process Employee Appraisal Form Employee Appraisal Form Guide
Position Description Last Years Appraisal Form www.vcsu.edu/employeeservices Employee Appraisal Form Section I I. Performance of Duties/Responsibilities and Goals: (Employee completes, supervisor reviews and comments) List duties/responsibilities from the position description and professional goals set for the reviewed period. Comment on the results achieved. (Attach additional sheets as needed.) Duties/Responsibilities & Goals
1. Results Employee Performance Review Section II II. Methods Used to Achieve Results: (Employee completes, supervisor rates and comments) Knowledge/Skills/Abilities (KSAs) that are critical to job success. Always fully demonstrated Consistently patterned presence
Occasionally sporadic presence Never little presence Employee Performance Review Section III III. Overall Performance Rating: (Supervisor completes) Consider all performance criteria and indicate overall rating. Exceptional Exceeds Objectives Expected Performance
Marginal/Needs Improvement Unsatisfactory Employee Performance Review Section IV IV. Supervisor Summary: Summary and comments about the employees overall performance. Employee Performance Review Section V V. Employee Goals: List three to five professional goals for the upcoming year.
Professionalism does not mean wearing a suit or carrying a briefcase; rather, it means conducting oneself with responsibility, integrity, accountability, and excellence. It means communicating effectively and appropriately and always finding a way to be productive. Department of Labor Professional Goals 1. Employee Performance Review Section VI VI. Employee Acknowledgment: I have read my Position Description, understand the duties/responsibilities and goals
for me and my position, and I understand that this is an appraisal based upon my performance in my position. I acknowledge I have read the appraisal and have discussed its contents with my supervisor. I wish to make the following comments: Accomplishing Goals Employee Appraisal Form & Compensation Model Submit the employee appraisal form to HR Supervisors should meet with their direct report to the president to discuss their
employees performances and give their recommendations Direct Reports to the President will make final decisions for merit increases Timeline January-March Begin a new review year March 30, 2015
Deadline to submit Employee Appraisal Form July 1, 2015 Compensation Model reflects on FY2016 salaries Unless the increase given is less than 3% Questions
Gears and Transmissions Why Is a Transmission Necessary? Provide torque multiplication at low speeds Reduce engine RPM at highway speeds Allow the engine to operate within its most efficient RPM range Allows the engine to be disengaged from the rear...
How Best Assess Cumulative Effects? What is Effect of Dredging on Habitat or Landscape Alteration and Ecological and Cultural Resources? How Better Use Existing or Emerging Technologies? What are Best Resources, Measures, and Systems for Long-Term Monitoring?
Lecture 08: Requirements Gathering Techniques (Part II) "The goal of requirements engineering is to develop high quality - not perfect - requirements that allow you to proceed with construction at an acceptable level of risk."
Choose at type of order (time, space, or order of importance) and revise the outline or plan to reflect the ordering. For example, I have chosen chronological order in order to make the narrative clear.
Response to Literature Sharing responses to a story . . . From Reading to Writing Stories touch people in different ways. Some readers might like "Seventh Grade" by Gary Soto because they recognize themselves in Victor. Others might like "Zebra"...
Ready to download the document? Go ahead and hit continue!