Classification Redesign &
Compensation Analysis
December 17,2012
Project Overview
Our goal is to have a classification and
compensation program relevant to today’s market
and financially attractive to the talent yet to
arrive at FIU; making us Worlds Ahead!
Project Overview
• Current situation
• Opportunity to define & distinguish FIU as
employer of choice
• Pivotal time for University (nationally & locally)
• Establishment of guiding principles for market
stance
Project Overview
• Comprehensive review & analysis of job
classifications
• Update classification structure
• Competitive market analysis with market
pricing
• internally equitable
• externally competitive
• Phased project
Project Particulars
Total # of Job Specifications:
395
This classification redesign focuses on benefits earning Administrative & Staff Positions
Total # of Pay Grades:
37
Total # of Administrative positions:
1,516
Total # of Staff positions:
1,311
Total Business Units
Total Departments
Unions Impacted (SEIU, PBA, AFSCME)
39
314
3
Mercer Greetings
Anticipated Outcomes
• Development of a compensation philosophy
• University wide training on compensation practices
• Review of administrative & staff classifications
• Creation of proper job titles
• Market pricing
• Review and development of compensation policies in
alignment with best practices as well as relevant state
and federal laws
What the Project IS
Is NOT!
• Not an HR project...it’s a UNIVERSITY project
• Not an overnight process—anticipated 18-24 months
• Not being conducted in a vacuum
• Not an automatic guarantee of a promotion OR raise
• Not an initiative to address employee performance
• Not an attempt to remove jobs covered by collective
bargaining agreements
We need you!
 Positive, accurate communications & reinforcement
 Open mind regarding what is happening in the market
 Knowledge of the market to better understand pay
decisions
 Be responsive to both Mercer and the functional
teams as they have need of your input
Next Steps
 Core team meeting with Mercer
 Launch communication plan; Inclusive of a website in January
 Scheduling meetings with colleges and departments to conduct
initial position reviews at Mercer's recommendation
 Extending meeting invitation to the respective departments
Thank You for Making
Your Imprint on the
Next
Years!