Hay Salary Study Info

Posted May 27 to the Johnson County Community College electronic mail server, Infolist:

Billington Library

Billington Library

JCCC HAY SALARY STUDY AVAILABLE AT THE LIBRARY
The JCCC Hay Salary Study is now available at the Reserve Desk of the Billington Library for in-library use only. The study, in paper format, includes both faculty and staff.

Library hours this week are 8 a.m. to 5 p.m. Monday through Friday.

Summer hours, which begin June 1, are 7:30 a.m. to 10 p.m. Monday through Thursday; 7:30 a.m. to 5 p.m. Friday and 8 a.m. to 5 p.m. Saturday. The library is closed on Sunday.

Posted May 29 to the Johnson County Community College electronic mail server, Infolist:

TWO EMPLOYEE INFORMATION SESSIONS SCHEDULED FOR HAY STUDY IMPLEMENTATION
Two employee information sessions have been scheduled next week for the Hay Study implementation

Sessions are:

  • 2 to 3 p.m. Wednesday, June 3, Craig Auditorium, 233 GEB (already taken place)
  • 10 to 11 a.m. Friday, June 5, Craig Auditorium, 233 GEB

These general information sessions will provide an overview of the Employee Hay Salary/Classification Study Results and the implementation process. All employees are welcome to attend.

The college has set up a webpage for the study including a video.
A Power Point presentation for the special information sessions will be added soon.

2008 HAY SALARAY STUDY FAQ:

Will HR provide current job descriptions?
If a job description is on file you may request it from HR. Please be aware that some position titles have changed and there are some that are not up-to-date. Please send requests to one of the following: Brian Evans, Becky Centlivre-Meinke, Debbie Eisenhower or Judy Korb.

Will every single position be evaluated?
Yes, although in several cases similar positions will be grouped together.

Will the study review part-time positions?
Yes. If responsibilities are similar, the job titles may be the same for both full-time and part-time positions.

Will the study review temporary positions?
No; although if similar to a permanent position, it will in essence be reviewed.

What if a job title is no longer accurate?
Use the current title on your job description, but make a note of the suggested new title by putting it in parentheses near the current title.

What if you have a group of people with the same official job title, but their responsibilities are significantly different?
You may prepare a job description for each subgroup, putting those with similar responsibilities together. Put the current job title on the description, along with a suggested new job title.

In what format should job descriptions be submitted?
Prepare each job description as a Word file, using the job title as the file name. For example, an Administrative Assistant II would be: Admin Asst II.doc. All job descriptions are to be submitted electronically, not as hard copy.

Will the Hay Group look at whether a position should be salaried vs. hourly?
Yes.

What about Federal work-study positions?
They will not be reviewed as the pay rates are tied to Federal guidelines.

Can someone’s title be changed as a result of the study?
Yes, if it more accurately reflects the responsibilities.

What’s the difference between the number 1, 2 and 3 rankings when determining the significance of changes made to existing job descriptions?
Base it on the piece of paper you have in front of you for the current job description, compared to the updated one:

1 – accurate and includes all major responsibilities as is

2 – few, but significant, changes and/or updates made

3 – major changes made (very likely if it hasn’t been reviewed for 10 years)

What if your supervisor does not agree with your revised job description and makes changes before forwarding it on?
Our hope is that the changes would be discussed and agreed upon before the job description is submitted. You may request a copy of the final version before it is forwarded. HR will accept whatever the supervisors have signed off on. It is up to them to make sure that the workflow is accurate all the way down.

Will the study look at the number of hours for salaried positions?
No.

What about new positions scheduled to start July 1 or after?
Those positions may be included in the review at a later time.

What if you know a job description will be changing soon?
It doesn’t matter; you still need to submit the current one.

What markets will we be compared to?
The Hay Group looks at comparable markets, using national studies.

Will we be compared to non-profit organizations?
Yes.

What about positions which compare very closely to those in the corporate world?
Salaries do have to be competitive, so that will be taken into consideration.

What about faculty positions?
Faculty will not be responding with job descriptions at this time.

How is “equivalent work experience” compared to a degree requirement?
A standard has not yet been determined.

What about non-teaching faculty?
Their job descriptions will be reviewed with faculty positions at a later time.

What about physical requirements for a job?
Requirements such as being able to lift a certain amount of weight or being able to stand for long periods of time should be included with the job description. Specific tasks should not be included on the job description.

Could there end up being more than 3 levels of Administrative Assistants?
Yes, Hay will decide if the levels of responsibility fall into different numbers of groups.

How should the “Reports to” question be answered?
It should be the name of the person who evaluates that position for a performance appraisal. In the case of part-time employees who do not have an annual review, it would be the person they report to.

Does it make a difference to what level of position you report?
Yes; it’s called a key factor. In general, reporting to a higher level position affects the level of your responsibility and thus the impact of the decisions you make.

What if your department or area is undergoing change or your supervisor’s title has changed?
Complete the job description with information that applies on the day you submit it. Adjustments will be made as needed at a later time.

Will the PowerPoint presentation from the information sessions be available?
Yes. It is available as a link on the HR web page.

Are examples of good job descriptions available to use as a guide?
Yes. They are available as a link on the HR web page.

What about words and terminology unique to JCCC, such as “board packet”?
Include them in the job description as needed. The Hay Group will follow up as needed to determine what they mean. Please be sure to spell out all acronyms.

When will changes recommended by the study become effective?
We’re not sure yet. The study itself will take approximately 6-7 months. Our hope is to address changes by the end of the coming fiscal year.

Will the report be a complete, comprehensive one for all the jobs, or will it come back as each separate category has been reviewed?
It will probably be one comprehensive report.

Will you ask for volunteers for the review committee, and how many will be on it?
We won’t ask for volunteers, but all areas will be represented. We’re not sure how many people yet.

How do you know what level you are, such as AMS 16?
Contact the HR office. Eventually this information will be a part of your employee information available through MyJCCC.

Whose idea was it to do the study?
It’s just time; studies are typically conducted every 3 to 5 years.

Will the Hay group be comparing salary to salary or salary and benefit to salary and benefit?
I believe Hay will be looking at salary to salary.

When you speak about raises, isn’t this a cost of living raise and tied to inflation?
No, when the Faculty Association negotiates their contract, whatever is decided in this arena is what everyone on campus receives each year.

How transparent will the process be? Will we see what is happening as it goes along?
I don’t think we will receive interim reports.

Will anyone receive a pay cut as a result of the study?
No. Only if there is a significant decrease in responsibility involved in a position would the pay level be adjusted lower for future hires.

What if a job description doesn’t get updated and submitted by the July 15 deadline?
All job descriptions will be submitted to the Hay Group on July 15; if an updated description has not been received, the most previous old description will be sent.

Will the Hay Group recommendations be the “final word”?
Yes, because it’s an objective rating. If there is something that doesn’t seem right, we would go back and discuss it with Hay Group to make sure they had all the correct information on which to base their recommendation.

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