Job Category and Compensation Program

Rebecca Warner
Senior Vice Provost for
Academic Affairs

Project Purpose and Outcomes

Purpose:

We are reviewing and updating OSU’s Professional Faculty compensation program. We will assess our existing compensation philosophy/practices, leverage current industry best practices and market data, and clarify our procedures.

Outcomes:

This project will have six key results:

1. Compensation Philosophy:

A clearly articulated summary that defines OSU’s strategy and guiding principles for how pay will be determined, managed, and communicated

2. Job Grouping/Categorization and Titling System:

Updated job family, titling, and job structure guidelines to consistently categorize and title jobs in a logical and meaningful way

3. Benchmark Analysis and Process:

A well-defined, professional, repeatable process that yields an objective benchmark analysis of Professional Faculty compensation levels, that reflects market competitiveness of base salaries

4. Market Competitive Compensation Program:

A simple, easy to understand and administer program, that provides necessary structure to ensure appropriate, competitive, and equitable salaries, allow for flexibility, when appropriate

5. Program Maintenance Methodology:

Documented administrative guidelines and policies for maintaining and updating the overall compensation program

6. Implementation and Communications Plan:

An understandable implementation plan and timeline, including a communications plan and communications materials

Project Outcomes will be achieved through Five Phases – Current Status of Project Work

Phase 1 - Develop Compensation Philosophy and Communication Strategy

• Finalize project plan and milestone dates; define roles for OSU and Sibson Team – COMPLETE
• Gather and analyze salary practices and related data – COMPLETE
• Conduct stakeholder interviews – COMPLETE
• Develop/confirm compensation philosophy – COMPLETE
• Design overall change communications to guide Program development – IN PROGRESS

Phase 2 - Design Job Categorization and Titling System

• Develop job family, titling and job categorization guidelines – DRAFT COMPLETED
  
• Review, and update titling categories - COMPLETE
• Create and establish job profiles - IN PROGRESS
• Review with leaders / managers at the University as appropriate – IN PROGRESS

Phase 3 - Conduct Competitive Salary Assessment

• Identify appropriate talent markets and competitive pay data sources - COMPLETE
• Conduct competitive salary assessment utilizing several sources - IN PROGRESS
• Analyze competitive salary practices as foundation for structure and understanding of current salary competitiveness - IN PROGRESS

Phase 4 - Design Compensation Program: Job Structure & Leveling; Draft Salary Administration Guidelines

• Consolidate job titles as needed and design categorization/job structure - IN PROGRESS
• Develop/finalize compensation components, including salary range structure(s) and compensation program guidelines
• Conduct job grading for benchmark and non-benchmark
• Provide advice and guidelines regarding internal equity implications

Phase 5 - Develop Implementation and Communications Plan

• Prepare final report and present recommendations
• Develop supervisory training and communication materials
• Prepare administrative and implementation requirements - IN PROGRESS