• Project Kickoff meeting with the Project Team, Steering Team, and Watson Wyatt Worldwide (external Human Resources Consulting Firm)
• Senior Leadership Interviews
• Employee Focus Groups
• Market Analysis, including completion of the Job Information Questionnaires
• Employee Opinion Survey (all Non-Bargaining Classified and Administrative staff)

• Design new compensation and rewards systems

• Communicate new compensation and rewards systems
• Implement compensation and rewards systems

J   =  Job
I  =  Information
Q = Questionnaire
In order to design effective compensation programs, we must have an accurate and up to date understanding of the job roles and responsibilities at Ohio University.  The best way to understand jobs at OU is to ask people who do those jobs to tell us about their key accountabilities and the skills needed to do their work.  To gather information about Classified and IT jobs, we are asking employees to complete Job Information Questionnaires (JIQs). This is your opportunity to provide information about the skills required to do your job as well as the responsibilities of your job.

2. Once you complete your JIQ, you will forward it to your supervisor.  Your supervisor will review your JIQ and may add comments.

3. Your supervisor will then forward the JIQ to the planning unit head.  The planning unit head will also review the JIQ and may provide additional comments as well.

4. Completed JIQs will be used during both Phase I and II.

Using JIQs in Phase II: Invent
During the Invent phase we will build a compensation framework for grouping classifications and managing pay that better supports our objectives and reduces the need for audits. The information provided in the JIQ process will ensure that classifications are appropriately placed in the new framework.

You can see the JIQ process is critical in our project so that we can have accurate information as we move through the phases. We hope you are eager to participate in the process. Watch for your JIQ to come through campus mail soon. Also, check out our website www.ohiou.edu/comp where you can find Classified and IT JIQ forms as well as other tools to help you complete your JIQ.

• can be used and applied consistently throughout the organization.
• provides pay opportunities that are competitive with the marketplace.
• is flexible so that it can respond to change at the University over time.
• assists the University in attracting and retaining talent.
• supports the University's strategy and vision.

Key Facts

• No employee's current pay rate will be reduced.
• Anyone can ask questions about the project at any time using the website www.ohiou.edu/comp through the Contact Us link.
• All input is valuable.
• The University will continue to follow current policies and processes until the new plans are designed.
• The Classified Audit Process will continue. There will be an audit process in the new plan, but the intent is that the new plan will reduce the audit demand.
• For the Classified Staff, the result will be a new classification plan that will probably include fewer, more general classifications, and updated titles that better reflect job responsibilities.
• Market information will be carefully considered in the development of the new Classified and IT pay structures. We anticipate the market analysis to have a minimal impact on the Classified pay structure, whereas, the impact may be more significant on the Information Technology pay structure.