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Monday, Nov 24, 2014

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An update on COMP2014


The Compensation 2014 project team (COMP 2014) continues to make progress towards achieving the project objectives by its Dec. 1, 2014 deadline. The University Human Resources Compensation team initiated the COMP 2014 team to satisfy the requirements of the University’s voluntary Resolution Agreement entered into with the Department of Education (DOE) to comply with DOE regulations. The project aims to create consistent job classifications and clear career paths for all administrative, professional and non-bargaining unit classified employees and ensure that salaries are market based.  

As of January 2014, the COMP 2014 project team is close to completing the third phase of the project. The goal of phase three is to develop a job framework that includes job families/sub-families and career tracks for classifying positions. There are 25 proposed job families used to group jobs involving similar types of work (e.g. human resources, finance and business, administrative services, etc.) with sub-families providing a further refinement of the family (e.g. human resources sub-families might include benefits, employment, compensation, etc.).  

Career tracks further clarify the nature of the work being performed; the team has developed three career tracks for the University: technical and administrative support, individual contributor and management. The job framework will provide consistent position leveling based on requirements, impact and complexity of the role versus an incremental task orientation. The framework also reinforces that advancement to a higher career level is not automatic and requires performing duties that are more complex and have a greater level of impact across the organization.  

Currently, members of the Comp 2014 steering committee, as well as subject matter experts across the University, have been asked to review the draft career tracks, job families, sub-families and job family grids and provide feedback to the team by mid-February. The output of this phase will be a framework that includes approximately 25 job families each with 3 career tracks and 14 job levels representing the 1,900 positions included in the scope of the resolution agreement.  

Phase four of the project involves the market benchmarking and job mapping phase of the project. This phase includes identifying comparison markets, identifying benchmark jobs and matching benchmark jobs to surveys, and analyzing market data. During this phase, the University obtains market data from surveys of comparable positions among our peer higher education institutions, as well as from market surveys of positions in general industry, where appropriate. The work on phase four has begun and will occur concurrently with phase three and both are expected to be complete by April 2014. Following that time, work in the final phases will begin which include: creation of pay structures, FLSA review, equity analyses, and implementation; which are projected to be completed by Dec. 1, 2014.  

As a reminder, while positions may shift grades as the University develops and transitions to the new structure, employee pay will not be reduced as a result of this effort. That commitment was made to employees at the inception of this project and it has not changed. The project may result in increased pay in certain areas, based on a market and equity analysis; however, the University believes that pay is generally competitive, and does not expect that a large number of pay adjustments will be required. The University will continue to work through all steps of the project to determine the results.

Please visit the COMP 2014 website http://www.ohio.edu/hr/compensation/comp2014 for further information about the project.