Compensati on Model Supervisor Training Presented by: Jennifer

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

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