What was the deciding factor in doing job the classification project now since it has been needed for so long?
There were increasing concerns about our compensation program, particularly with its inflexibility, the lack of clearly written policies and the inability to move within a pay range. Since the classification system is the foundation for a solid compensation program, we needed to review and simplify the classification system before anything else.
Why did you start with positions currently identified as clerical or technical?
This was the area where the above concerns about the compensation program were the greatest.
Why were the Bloomington and Southeast campuses selected to have positions evaluated?
It had been a number of years since either of these campuses had reviewed their classification and compensation programs and the senior administration of each were supportive of the project. In addition, the Bloomington campus was able to devote the resources needed to develop a university compensation philosophy and associated policies which can be used as a model by other campuses.
The Position Analysis Questionnaire (PAQ) I filled out was 15 pages long, but the job specification I got back was really short. What happened to the rest of that information?
The PAQs were used in several different ways. PAQs were used in position analysis to determine the types and levels of jobs, or in other words, to create the 181 jobs that were identified. The factor ranking of jobs was done from the PAQs. From this, the job hierarchy was built. The PAQs for all of the positions classified into a job were reviewed and the common elements were drawn out to write the job specification. And, the market analysis was done from the summaries extracted from the PAQs.
Position Analysis Questionnaire? I don't think I filled one out. Are you sure you looked at my position?
We looked at all of the PAQs that were completed. However, there are about 15 filled positions for which we have not yet received a completed PAQ. We have contacted the employees, supervisors and department heads involved. It is possible that these positions will have to be classified to an entry level job at time of implementation so that the employees can continue to receive their pay.
You refer to "market value" or "market driven" in some of the literature regarding this project. What do you mean by those terms?
The market place, or other employers, became the gauge for comparison of salaries for the types of work performed on our campus. The market value is an analysis of pay that employees in other organizations receive for performing the same or similar types of work. To say that our system is market driven means that we are setting our target rates of pay at a competitive position, in relation to what other employers pay, in order to attract and retain staff.
Did you look at examples of how other workplaces had handled job classification and compensation efforts?
We drew upon the experience of William M. Mercer Inc., a major compensation and benefit consulting company. Mercer's experience, particularly with institutions of higher education, as well as our own direct knowledge of other organizations and best practices, guided us in our work.
How many people from the university had input into this process?
Since the PAQs formed the backbone from which the jobs were established and positions slotted, it is fair to say all 1,700 clerical and technical staff on campus had input into the process. Input was also received from focus groups, employee forums, top administrators, supervisors and CWA.
Who decided what process should be used for this job classification project?
The groups above were represented on the two committees responsible for much of the guidance of the project, the Project Steering Committee and the Classification Evaluation Committee, both of which were comprised of IU staff members. We received important input and assistance from Mercer in making final decisions.
My job is in a higher salary range. Will I get a raise?
If your current pay is below the minimum for your new salary grade, you will receive a raise to at least the minimum. We are involved in discussions on whether we are able to make any additional adjustments at this time.
I'm in a job in a lower salary range. Am I going to lose money from my paycheck?
A principle from the start of the project was that no person would have his or her pay cut. This is still a firm rule, and no person's pay will be cut as a result of the project.
My job stayed at the same salary level. How is this whole project supposed to improve things for me?
The project has resulted in a less complex classification system with broader groupings of positions into jobs. Career advancement opportunities will be clearer since the titles will be meaningful markers of increased levels of responsibilities. Also, we will now have a well developed and documented set of compensation policies so that the rules for salary changes due to promotions, transfers, temporary assignments, etc., will be understood by all.
What is different about the new salary administration program that accompanies this job evaluation process?
We currently have very few written policies for salary administration. While we try to operate within a set of procedural guidelines, they are neither widely distributed nor understood. It is important to spell them out for all to see and understand. And it is important they be tied to the classification system and that they provide flexibility within clearly stated guidelines. The biggest change is the possibility your pay can increase within the salary range, rather than having to change positions in order to receive a pay increase.
Help! As far as I can tell, my job title has disappeared. Has my job been cut?
Departments may continue to use their own operating titles within the workplace. However, all positions have been slotted into one of the 181 jobs that were found to exist on campus. No filled positions were cut as a result of this project, but the structure of titles was significantly reduced.
There is so much work in my area that our staff can't get it all done. Will any new positions be added as a result of this project?
Likewise, no new positions were added as a result of this project. The number of positions within a unit remains the responsibility of the unit management. They will continue to consider such factors as the workload and available funds.
After reading the new job specification for my position, I feel like half of what I really do has been left out. What happened?
Job specifications are intended to be general in nature. They contain characteristic duties and tasks and common skill sets. They are not intended to replace position descriptions, but rather aid in the slotting of positions under job titles. The specification does not provide the level of detail about all of the duties of every position under that job title. That is why the PAQ continues to serve an important role at work since it provides the specific tasks, duties and requirements to help both the employee and the supervisor understand the scope of work to be performed.
What can I do if I disagree with my classification?
If you disagreed with the slotting of your position, you had the opportunity to appeal this decision. The Appeals Committee is currently meeting and will be issuing the results of its review by the first week in November.
Will my benefits change as a result of this classification process?
No, your benefits will not change.
The rare exception is for those few positions that were moved to another functional group such as PA (professional) or SM (service-maintenance). These positions will be covered by the benefit program for those classifications.
Was the Communication Workers of America, Local 4730 involved in this classification project?
CWA members were involved in most steps of the project. CWA members were involved in developing the job evaluation plan, evaluating all 181 jobs under the plan, slotting positions to jobs, and now they are members of the appeals committee. We continue to meet with CWA regarding proposed policies and implementation strategies.
When do the new job specifications and any salary increases that may result go into effect?
The new classifications, compensation policies and pay changes will be effective on January 12, 1997, the first full pay period in 1997.
Will other campuses go through this same process? How about other job categories?
The results of our program will be presented to other campuses. Two other campuses have already expressed some interest in the project and its outcome. Final decisions on other functional groups (job categories) won't be made until full implementation of this project has occurred.
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