Florida International University
Classification & Compensation Redesign
Steering Committee
January 31, 2013
Agenda
 Project Phases and Milestones
 Compensation Philosophy
 Mercer Review - Update
 Communication Plan
 Career Groups & Level Guides
 Next Steps
Phase One:
Classification Structure Redesign
Milestone 1
Development of Compensation Philosophy
Mercer Review of Current Structure and Gap Analysis
Recommendations for Modification
Milestone 2
Career Level Guide Development
Career Framework Development/Job Family and Sub-Family Structure
Milestone 3
Create Classification Summaries
Position Description Review
Slot Jobs into Career Levels
Phase Two:
Compensation Structure Redesign
Milestone 4
Conduct Market Pricing
Develop Salary Structures
Slot Jobs into New Salary Structures
Milestone 5
Report Findings (Mercer)
Develop Salary Administration Guidelines
Conduct Requisite Training of Managers/Leaders/Supervisors
Implementation
Compensation Philosophy
A Compensation Philosophy establishes guiding
principles for our Compensation Program based on
industry best practices.
This Compensation Philosophy for Administrative and
Staff Positions is presented for approval.
Gap Analysis Findings Summary
Mercer’s findings based on preliminary review:
 Recommend that the number of classifications expand from
the approximately 350 jobs that exist today to roughly 600
to 700 jobs
 One job code may contain many working titles that
represent different jobs in the market
 Overuse of the “Coordinator” title
Gap Analysis Findings Summary
 Compared Current Job Classifications to Market Titles
 Market aligned – 120 job classifications
 Moderately aligned – 85 job classifications
 Poorly aligned – 139 job classifications
 Proposed a new Career Group structure with Families
and Sub-families to facilitate career progression
Communication Plan
Objectives:
 Formally introduce the Classification and Compensation
Redesign Project (CCRP)
 Ensure consistent delivery of messages
 Distribute information that is concise, relevant, and timely
 Introduce CCRP Website
 Develop processes to facilitate two-way communications
Channels of Communication:
 Project Website and SharePoint Site
 “Visioning” Meetings with Senior Leadership
 Human Resources Liaisons and Focus Groups
 Emails
 Articles (i.e., HR News & Campus Updates)
Career Level Guide
A Career Level Guide represents the hierarchical
position of a job within a career stream. It is used to
differentiate career steps based on predefined criteria.
The definition for each of the job levels is consistent
across job families.
Career Level Guides
Career Level Guides will:
 organize jobs into career streams based on best market
practices
 Professional
 Executive
 Support
 Management
 enable FIU to match jobs to market titles
 establish levels to provide career progression within the same
job family where possible
 enable FIU to develop and retain talent and provide employees
with opportunities for job growth
Next Steps
 FIU Core Team is working with Mercer to finalize FIUspecific career level guides
 Create Classification Summaries
 Conduct “Visioning” Meetings with Senior Leadership
 Collect updated job information
Questions?