Steering Committee Update
December 12, 2013
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 Project Overview & Objectives
 Project Timeline
 Project Progress
 Career Groups & Job Families
 Project Phases
 CCRP Dean’s Meetings
 Feedback
 Expectations
 Concerns
 Project Highlights & Decisions
 Communication Plan
 Website Content
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 Focused on benefits-earning Administrative and
Staff positions
 Reviewed approximately 2,800 positions.
 Determined that a project of this magnitude would take 18-24 months. We are currently in our 17th month
 Project expanded following Mercer’s review of our position classifications. 300 classifications (based on substance of work) have expanded to 700.
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 Review of current classifications to determine accuracy with duties being performed
 Redesign the classification and compensation program to best serve the changing needs of the University.
 Formulate job specifications in line with best market practices consistent with industry standards.
 Support management in achieving the University's strategic objectives.
 Develop a classification structure that is simple, flexible and user friendly. One that will enhance and facilitate employee career growth and development. Update accordingly.
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 4 Career Groups
 22 Job Families
 Mini-Team Development
 At least100 SMEs to date working on the project for their respective areas. That number will more than double before project end.
 12 Interns
 Summary of Job Families & Status of Each
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Group I: (June 17 – Oct 31, 2013)
 Information Technology/Media Production o Status – 119 New Job Specs in 14 Sub-Families
 Business & Financial Operations o Status – 51 New Job Specs in 6 Sub-Families
 Student Affairs Administration o Status – 73 New Job Specs in 16 Sub-Families
 Clerical Positions o Status – 22 New Job Specs in 4 Sub-Families
 Academic Counseling/Advising o Status – 11 New Job Specs in this sub-family of AA
 Facilities o Status – 36 New Job Specs in 8 Sub-Families
TOTAL – 312 New Job Specs in 49 Sub-Families

Group II: (Nov 1 – Dec 30, 2013)*
 Advancement (Development & Fundraising) o In process
 External Relations o In process
 Safety & Security and Services Operations o In process
 Research & Grants Administration o In process
 Learning Management o In process

Group III: (Jan 15 – Mar 31, 2014)
 Museum Operations
 Library Services
 Academic Program Administration
 Continuing Education
 Medicine/Health
 Engineering
 Enrollment Services
 Athletics
 Legal/Compliance
 Executive Administration

 Labor intensive, scheduling meetings, commitment on part of mini-team members
 Meetings with Deans and their key people – great feedback
 University-wide collaboration – Over 100 employees involved with mini-teams and project development to-date
 Researching industry best practices – End result must look different than when we started

Feedback
 Very constructive! Thank you for being open to new input
 Thank you for the terrific progress on this project already
 This is excellent! I like this.
 We appreciate all of the hard work that you and your team have put into this project
 General [recommended] titles are now more indicative of work.
 It looks like we have more flexibility
Expectations/Concerns
 It’s offensive to have VPs get more administrative support than Deans
 Where is the money going to come from to bring salaries up?
 We need a support position for faculty; propose ‘faculty assistant.’
 I don’t want a new title to be less than a current title?
 I want to reward and promote employees who are “long timers” but won’t ever get a degree.
 Research roles of Assistant and
Associate Deans in H.E.
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 Identify market benchmarks.
 Bringing in a 2 nd consultant to conduct market pricing
 Development of salary structure(s) that is competitive.
 Revise salary administration policies and guidelines
 Train supervisors to manage salaries and salary discussions appropriately
 Flexibility to reward top performers
 Enhance the ability to attract, retain and/or motivate staff in a current competitive environment.
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 Creating a Communication Plan
 Engaging External Relations o Marketing o Training o Philosophical change
 Grass Roots Efforts

 hr.fiu.edu/ccrp
 Compensation Philosophy
 Goals and Objectives
 Career Groups and Job Families
 Communication: Emails + Presentations
 Resources: Position Description Tips + Action Verbs +
Glossary of Terms
 Meet the Team
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Elpagnier K. Hudson, Assistant VP, Human Resources
Phone: 305-348-0505, Email: elhudson@fiu.edu
Kim Greenfest, Director, Compensation Administration
Phone: 305-348-4991, Email: kgreenfe@fiu.edu