Status of Classification & Compensation Redesign Project (CCRP)
The Classification and Compensation Redesign Project, now in its 14th month, has made great strides in reviewing 67% of our existing
positions to update the classifications of each. We are currently nearing the end of phase I which is the review and update of all
administrative and staff positions. Supervisors have been tasked with reviewing position descriptions of their direct reports and ensuring
they reflect work actually being done. The additional responsibility of the supervisor is to upload the position summary into the
PantherSoft HR system for each direct report in the form of compensation project updates (CPUs). Relying upon the expertise of the
approved consultant, Mercer, Inc., coupled with the collaborative work of over 100 employees in the FIU community and HR
professionals, these updated position descriptions will be assigned proposed new classification titles. These titles reflect the work being
done and which best match a corresponding title in the market.
The following summary notes align with the presentation slides which outline the progress to date.
Job Families: Completed and Remaining Job Specifications (Specs)
At this juncture, the project has developed 103 sub-families and completed 553 new job specifications for eleven (11) of the
twenty-two job families. A job specification is the generic job description for positions in the same classification. The respective
families are noted in presentation slide 2. Job specification for the remaining job families are in progress with an anticipated
completion date of May 30th.
Compensation Project Updates (CPUs)
The reviewing and updating of position descriptions for administrative and staff employees is foundational to the CCRP. With this
task, the supervisor ensures the position description reflect work actually being performed by the employee. Once position
descriptions are reviewed, any modifications are uploaded into the PantherSoft HR system as a CPU. This critical aspect of the
project is done by direct supervisors who are most familiar with the positions of their reports and confer with them to ensure
accuracy at each level. Supervisor training was provided during a five (5) week period to inform them of the significance of CPUs
for their respective reports and how it would impact movement to Phase II of the project. Additional training sessions were
provided to colleges and departments on request. Presentation slides 3-7 outline the progress of position description updates
uploaded to date into the PantherSoft HR system. As outlined, departments have until May 9 th to complete entries.
Position Slotting
Upon completion of the CPU entries, subject matter experts in collaboration with HR professionals will identify the market titles
for each new classification title. For instance, an employee currently titled “Card Catalog Reader” whose position description now
eliminates the use or exposure to a ‘card catalog’ system and now reflects current technology, would constitute an updated CPU.
The Subject Matter Expert working on the project would advise that the title currently being used in the market for this job is now
“Library Associate.” The project then proposes “Library Associate” to be the new title for the job. Slotting then entails entering
the updated position descriptions into the new classification structure. Presentation slide 9 addresses position slotting.
Next Steps
The next steps are delineated in presentation slide 10. Phase II of the project will be market pricing of the job specifications
identified as ‘benchmarks’. This will be done by our consultants. We anticipate a total of three hundred new job specifications to
be market priced. This phase is anticipated to take four months beginning in June, 2014. Simultaneously, aggressive training
programs, a communication campaign, and management reviews will be done beginning June, 2014 in anticipation of completing
the project work for a January, 2015 implementation.
As the project continues to progress, you are welcomed and encouraged to visit the CCRP website (http://hr.fiu.edu/ccrp/index.htm)
which hosts all activities to date including any communications that have been disseminated to the FIU community. It is available to you
and any interested parties at all times.
Be assured that FIU is a conscientious employer. No actions have been taken to increase, reduce, or adjust salaries, positions, or titles
based on the CCRP. This study is undertaking the prudent work of assessing our current stance in relation to the market and researching
what market equivalences are for our positions titles and salaries. There is no guarantee or promise associated with the project for salary
adjustments. However, any and all proposed actions associated with this project will be vetted and either approved or refuted through the
appropriate university channels beginning with the CCRP Steering Committee and all other appropriate stakeholders prior to any
semblance of implementation.