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Classification & Compensation
Redesign Project(CCRP)
Supervisor Training
Division of Human Resources
April 22, 2013 – May 17, 2013
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Agenda
 Project Scope & Objectives
 Compensation Philosophy
 Project Timeline & Phases
 Career Groups & Job Families
 Updating Position Duties/Responsibilities
 Creating a Job Summary
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Project Scope
 Focus on benefits-earning Administrative and Staff
positions
 Review of approximately 2,800 positions.
 It is anticipated that a project of this magnitude will
take 18-24 months.
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Part One Objectives:
 Redesign the classification and compensation program to
best serve the changing needs of the University.
 Update and enhance the classification structure.
 Formulate job specifications in line with best market
practices consistent with industry standards.
 Support management in achieving the University's strategic
objectives.
 Enhance employee career growth and development.
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Part Two Objectives:
 Facilitate market comparisons.
 Develop a salary structure that is competitive.
 Enhance the ability to attract, retain and/or motivate
staff in a current competitive environment.
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Compensation Philosophy
Florida International University’s compensation program is one that supports the
university’s mission and values. It is a management tool designed to support, reinforce, and
align our values, business strategy, operational and financial needs with our goals of growth
and stability.
FIU’s total compensation program (inclusive of base pay, incentives, rewards, and benefits)
is designed to attract and recruit a talented and diverse workforce as well as reward and
retain faculty and staff for their outstanding contributions to the university. The program
is grounded in the following guiding principles:

Mission Driven: FIU’s total compensation program aligns with its overall mission,
strategies, and plans. Compensation policies and procedures will support the
university’s long-term direction.

Fair/Objective: FIU’s total compensation program recognizes the dignity of each
person. Related policies and procedures will employ equity when recognizing the
relative value of each function and reward individual performance.

Sustainable: FIU designs and administers compensation in a manner that is financially
responsible and sustainable to ensure FIU’s goal of good stewardship over entrusted
funds.
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Compensation Philosophy
(continued)

Competitive: FIU’s compensation policies and procedures are continuously reviewed for
competitiveness with institutions of similar size, scope and complexity within higher
education and appropriate external markets.

Compliant: FIU complies with all applicable laws including equal pay laws, equal
employment opportunity laws, benefits regulations, and US Department of Labor
legislation including, but not limited, to the Fair Labor Standards Act.
Adherence to this philosophy ensures that FIU faculty and staff are appropriately
compensated in alignment with our mission as a public research university. Ultimately these
principles are designed to recruit, retain, and reward a workforce that will guide our
Worlds Ahead vision.
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CLASSIFICATION AND COMPENSATION REDESIGN PROJECT
PHASES and TIMELINE
December 2012 – JULY 2014
GO LIVE JULY 1, 2014
This Schedule is Subject to Revisions
March 13, 2013
Dec
Jan
Dec / Jan / Feb
Phase 1
Data Review
Gap Analysis
Develop Comp Philosophy
Modifications
Approach
Review
Class
System
Feb
Mar
Apr
Feb / Mar / Apr
Phase 2
Gap Analysis – continued
Career Level Guide Development
Career Framework Development
Job Family/Sub-Family Structure
Create
Career
Level
Guides
Career
Framework
Development
Job
Family
Structure
May
Jun
Jul
May / Jun / Jul / Aug
Phase 3
Develop Job Specs
Position Description Revisions
Slot Jobs into Career Levels
Aug
Sep
Oct
Nov
Sep / Oct / Nov
Dec / Jan
Phase 4
Phase 5
Conduct Market Pricing
Findings
Develop Salary Structures
Slot Jobs into New Salary Structures
Dec/Jan
Feb – July
Feb - July
Phase 6
Salary Admin Guidelines
Training of Managers
Implementation
“Managers Revise position descriptions
Create
Structure
&
Guideline
s
“Writing//developing job specifications
Slot Jobs
Using
Guideline
s
Validate
with
Leaders
Market Price
Report
Findings
Training
Implemen
tation
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FIU Career Groups and Job Families
Communications & Media
Administrative Management
Communication/External Relations
Business & Financial Operations
Services Operations
Alumni Affairs
Accounting/Auditing
Parking and Transportation
Event Planning
Budgeting/Financial Analysis
Postal Services
Marketing
Business Management
Store Operations
Public Relations
Bursar Administration
General Communications
General Accounting/Finance Administration
Media Production
Photography
TV/Radio/Video Productions
Graphic Arts
Administrative Support
Purchasing & Contract Administration
Program Administration
Treasury
Clerical
Human Resources
Payroll
Athletics Administration
Recruiting
HRIS
Development / Fund Raising
Legal & Compliance
Grants Administration
Employee Records
Talent Management and Development
Multipurpose Facilities
Executive Administration
Benefits
Coaching
Museum Operations
Customer Service/Call Center
Employee Relations
Compensation
Athletics
General Administration
Business Services
Physical Facilities
Equal Opportunity Programs
Construction
HR Generalist
Grounds
Safety & Security Administration
Maintenance
Emergency Services
Utilities
Environmental Health & Safety
Custodial/Janitorial Services
Police
Skilled Trades
Risk Management
Facilities Planning
Facilities Administration
Semi-Skilled Worker
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FIU Career Groups and Job Families (continued)
Academic & Student Services
Engineering, Technology & Science
Enrollment
Registration
Admissions
Financial Aid
Schedules and Space Administration
Enrollment Systems Support
Engineering
Student Affairs Administration
Housing Services
Student Affairs
Career Services
Residential Life
Academic Affairs
Academic Counseling/Advising
Academic Program Administration
Continuing Education Administration
Learning Management
Library Services
Medicine and Health
Physicians
Pharmacy
Health Education
Nursing
Counseling
Psychology
Lab
Health Administration
Health Technical
Health Support
Information Technology
Business Analysis/Documentation
System Analysis
Programming/Application Development
Data Management
IT Support
Telecommunications
Web Development
Network Management
IT Administration
Research
Updating Position
Duties/Responsibilities
Position Descriptions should describe the on-going
duties and responsibilities of the position.
• The most important duties, responsibilities, or tasks should be
listed first.
• Generally, 8-10 duties are sufficient to describe the essential
position duties.
• Not necessary to include every small task.
• Statements should be written so that someone unfamiliar with
the position can understand what the position does.
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Updating Position
Duties/Responsibilities
For Staff Positions:
• Enter approximate percentage of time spent on each function
over the course of a year.
• Focus on the day-to-day responsibilities that require at least
10% of the position’s time.
• Marginal duties may require less than 5% of time.
• The total amount of time spent of the performance of job
duties should equate to 100%.
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Describing Functions Clearly
Use the following pattern to write an Essential Functions statement:
ACTION WORD + SUBJECT + ACTIVITIES
For example:
Action Word
Subject
Reviews and validates transactions by ensuring completeness and accuracy
of the account balances.
Activities
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Describing Functions Clearly
Use the following pattern to write an Essential Functions statement:
ACTION WORD + SUBJECT + ACTIVITIES
For example:
Action
Word
Subject
Schedules speakers for bi-monthly departmental seminars by calling
individuals from established listings, ascertaining availability, determining
event dates and composing confirming correspondence.
Activities
Describing Essential Functions Clearly
Additional Example
Provides budgetary support for the College of Business by:
Assisting with budget functions and oversight of the budget expenditures; tracking
office expenditures and assisting with budget reports; developing annual budgets
and University budget process; tracking expenses; reconciling program accounts
monthly; preparing claim vouchers and purchase orders; making deposits and
maintaining accurate records; complying with the financial management policies of
the University; demonstrating efficiency, conservation of resources and time to
extend the budget and office resources.
Provides budgetary support for all programs within
the College of Business by ensuring completeness
and accuracy within the overall budget process.
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Describing Essential Functions Clearly
Additional Example
Compiles data for reports and pertinent issues by:
Developing and maintaining contact and membership lists of
advisory boards and program groups; gathering numbers of
contacts, public served, and minority participation for
seminars and workshops conducted by faculty; assisting
educators in identifying all stakeholders with interest in
specific areas for Advisory boards.
Compiles data and generates reports for all
programs/activities by managing and maintaining
all needed data sets and programs.
Job Summary
Provides a brief overview of the position’s purpose.
 The job summary describes the primary purpose of
the position. The purpose may be linked to goals or
outcomes.
o For administrative positions the job summary can describe the
strategic value of the position or the importance to the
organization’s business.
o For staff positions the job summary will be more task
oriented.
 The easiest way to write a job summary is to answer
the question: ”Why does this position exist?”
 Can normally be described in 3-4 sentences.
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Job Summary (continued)
 Avoid language and acronyms unfamiliar to those outside
the organization.
 Spell out acronyms and abbreviations when using for the
first time.
 Use the present tense. Begin sentences with an action
verb. (Refer to CCRP website at http://hr.fiu.edu/ccrp/
for a list of action verbs.
 It is not necessary to capture everything the job does in
the job summary.
 It may be helpful to write the job summary after defining the
duties and responsibilities of the position.
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Example: Compensation Analyst
Supports FIU’s compensation program designed to attract,
recruit and retain a talented and diverse workforce, as
well as, reward and retain staff for their contributions to
the university. Develops working relationships with the
university business units as well as community resources
to facilitate compensation activities. Works in a teambased collaborative environment to meet dynamic and
ever changing customer needs.
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Example: Office Clerk
 Provides clerical support to the Division of Research in
processing daily office activities including responding to
general inquiries and facilitating work processes.
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CCRP Website Content
 http://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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QUESTIONS
Contact your HR Liaison or a member of the Compensation Team:
Phone: 305-348-4996
Email: cmpadmin@fiu.edu