Classification Redesign &
Compensation Analysis
MASTER PLAN
Division of Human Resources
Launched April, 2012
Maria Mazorra, Executive Director, Classification & Compensation
E. Kay Hudson, MS, Assistant Vice President for Human Resources, Project Lead
Jaffus Hardrick, Ed.D., Vice President for Division of Human Resources
2/28/2013
Project Overview
Pivotal Time for University (nationally & locally)
Establishment of Guiding Principles for Market Stance
Opportunity to Define & Distinguish FIU as Employer of Choice
Obligation to Mark the next…..
Compensation Philosophy
Foundation for Guiding Principles
Mission
Vision
Values
Compensation Philosophy Governs
Attract
Reward
Compensation
Philosophy
Engage
Retain
FIU 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
Project Plan
 Identify Consultant
 Establish compensation philosophy
 align with mission, vision & values
 encompass total rewards (appropriate mix)
 Comprehensive review & analysis of job classifications
 Update/consolidate classification structure
 Competitive market analysis with market pricing
 internally equitable
 externally competitive
 Phased Project
RFP Advertisement
The request for proposal period was April 7th –April 19th
Five (5) prospective vendors submitted extensive questions in response to the RFP
 Mercer
 Buck Consultant
 Sibson Consultants
 Huron Associates
 Management Advisory Group
Seven vendors responded to the RFP with submissions:
 Mercer
 Sibson Consultants
 Huron Associates
 Aon Hewitt
 Crowe Horwath
 Fox Lawson & Associates
 Evergreen Consultants
Following meticulous reviews and consensus discussions, The Evaluation Committee
submitted a recommendation of the highest scoring vendor with two weeks of the
opening period of proposals. Mercer was the highest scoring vendor. A two phased prenegotiation Meeting period began on May 3rd to conclude on May 14th.
Phased Project
Phase 1
Qualitative
Phase 2
Qualitative &
Analysis
Phase 3
Analysis &
Design
Phase 4
System
Configuration &
Implementation
Timeline
COMMUNICATION PLAN
Strategic & Continual Communication
Core Team
Steering
Committee
Focus Group
Total Rewards
Worlds Ahead Brand
Faculty

Staff

Administrators

Supervisors

Leaders

Unions

Students
Training Plan
ongoing & overlapping
• Guiding
Principles
• HRIS
• Competencies
Comp
Philosophy
Performance
Management
System
Modifications
Job Codes &
Ranges
• Classifications
&
Compensation
Project Resources
While this project will require involvement from every level of employee at some point, its
daily oversight and execution rests with the Division of Human Resources; specifically the
Classification and Compensation Department currently staffed as follows:
Executive Director
Compensation Analyst
Compensation Coordinator
Compensation Associate
To ensure the highest level of efficiency and execution while maintaining operations to
meet the demands of our 8,000+ employees, the following resources are required:
1.
Kenexa Software which provides the Job Description Builder (JDB) and the
software upgrade to CompAnalyst Market Data Plus which provides a
technological platform to support salary structures, merit modeling and
reporting/analytics).
Associated Costs:
Job Description Builder $8,000/year - 3 year agreement + $1,000 one time
implementation fee. Doing so mitigates the need for utilization of our internal
IT resource and additional costs.
CompAnalyst Market Data Plus Additional $4,500/year with a 3 year agreement
2.
2 Temporary Project Team Members and Graduate Student(s)
Next Steps
 Finalize RFP
 Convene Core Team to work with Consultant to develop
Compensation Philosophy for your Review & Approval
 Reconvene with Consultant to Review and Solidify
Compensation Philosophy with Steering Committee
Questions,
Comments &
Claps