Northeast State Community College
2013 Compensation Study
11/20/21013
Project Team Members

Dr. Janice Gilliam - President

Gerri Brockwell, Director of Human Resources

Jeff McCord, Vice President for Economic and Workforce Development

William Wilson, Dean of Humanities

Sam Rowell, Dean of Advanced Technologies

Jennifer Starling, Dean of Enrollment Management

Mahmood Sabri, Associate Professor, Faculty Senate representative

Kathy Cox, Executive Assistant – Academic Affairs Specialist

Gail Puckett, Administrative Assistant, Evening and Distance Education
2
Study Objectives

Update job documentation

Establish the pay system that is market driven

Ensure objectivity and internal equity

Simplify the pay plan

Comply with statutes

Be transparent in pay administration
3
System Overview
4
JAQ’s

Up-to-date for every job

Provides a basis for market study

Clarifies responsibilities

Provides information for preparing job descriptions
5
External Market Study

Sources

Economic Research Institute

CompAnalyst

PayScale

DOL – O*Net

Tennessee Board of Regents Sister Institutions

Living Wage Calculator

CUPA, Professional, Administrative, 2-year Faculty
6
Market Analysis Results

For Support positions, ranges were 13.3% below market

Living Wage, $10.00/hour

For Professional positions, ranges were 21.9% below
market

Executive positions were not previously assigned to
salary ranges.

Faculty average salaries lagged comparable positions
(rank & degree) by 21.4%
7
Internal Relationships

JAQs

Job Descriptions

Organization Charts

Job Factor Analysis

Recognition of Job Families/Titling

Salary Range Assignments
8
Support Job Factors

Knowledge, Skills & Abilities

Supervision Received

Personal Contacts

Physical Demands

Supervision Given

Consequences of Errors

Hazards

Judgment

Working conditions
9
Job Families
Job Family
Job Title
Administrative Support Administrative Support Associate 1
Administrative Support Associate 2
Administrative Support Associate 3
Administrative Support Associate 4
Administrative Support Associate 5
Administrative Support Associate 6
Administrative Support Associate 7
Administrative Support Associate 8
Administrative Support Associate 9
Facilities Support
Facilities Support Associate 1
Facilities Support Associate 2
Facilities Support Associate 3
Facilities Support Associate 4
Facilities Support Associate 5
Facilities Support Associate 6
Facilities Support Associate 7
Facilities Support Associate 8
Grade
3
4
5
6
7
8
9
10
11
1
2
3
4
5
6
7
8
Midpoint
23,590
25,740
28,100
30,670
33,470
36,530
39,870
43,520
47,500
19,800
21,610
23,590
25,740
28,100
30,670
33,470
36,530
Current Title (Example)
Mail Distribution Clerk/Courier
Financial Aid Clerk
Technical Clerk
Administrative Assistant
Executive Assistant
IT Support Specialist
Computer Technician
Custodian
Grounds Worker I
Grounds Worker II
HVAC Mechanic
10
Support Salary Ranges
NESCC 2013 Clerical & Support Salary Range Structure
Midpoint Differential
Range Spread
Grade
1
2
3
4
5
6
7
8
9
10
11
Min
19,500
19,500
19,660
21,450
23,420
25,560
27,890
30,440
33,230
36,270
39,580
Living Wage
9.1%
40%
Mid
19,800
21,611
23,587
25,744
28,098
30,668
33,472
36,533
39,874
43,520
47,500
Max
23,100
25,200
27,500
30,000
32,800
35,800
39,100
42,600
46,500
50,800
55,400
19,500
11
Benchmark Jobs

Jobs for which there are multiple market
sources.

Serve to anchor NESCC structure to the market.

A reference point for determining the grade for
non-benchmark positions.
12
Professional Factor Analysis
1.
2.
3.
4.
5.
6.
Knowledge, Skills & Experience
Complexity and Creativity
Impact on Institutional Mission
Contacts
Leadership
Physical Demands and Working conditions
13
Titling
Employee Count by Title
6
5
4
3
2
1
0
15
14
13
12
11
10
9
8
7
6
Grade
Executive Director
Dean
Director
Coordinator
Asst Director
14
Titling Descriptions

Summary

Responsibilities

Scope

Financial

Decision Making

People (Leadership)
15
Professional/Administrative Ranges
NESCC 2013-14 Professional Salary Range Structure
Midpoint
Differential
Range Spread
Grade
3
4
5
6
7
8
9
10
11
12
13
14
15
Min
23,680
26,080
28,720
31,600
34,800
38,320
42,160
46,400
51,120
56,320
62,000
68,240
75,120
10.1%
50%
Mid
29,600
32,600
35,900
39,500
43,500
47,900
52,700
58,000
63,900
70,400
77,500
85,300
93,900
Max
35,520
39,120
43,080
47,400
52,200
57,480
63,240
69,600
76,680
84,480
93,000
102,360
112,680
16
Executive Analysis

Salary ranges were developed.

Positions assigned to ranges based on market
analysis
17
Executive Ranges
NESCC 2013-14 Executive Salary Range Structure
Midpoint Differential
10%
Range Spread
60%
Grade
Min
Mid
Max
EX01
$57,090
$74,220
$91,350
EX02
$62,800
$81,640
$100,480
EX03
$69,080
$89,800
$110,520
EX04
$75,980
$98,780
$121,580
EX05
$83,580
$108,660
$133,740
EX06
$91,950
$119,530
$147,110
EX07
$101,140
$131,480
$161,820
EX08
$111,250
$144,630
$178,010
EX09
$122,380
$159,090
$195,800
EX10
$134,620
$175,000
$215,380
18
Faculty Ranges
Rank
Instructor
Asst
Professor
Associate
Professor
Professor
Degree
AA
BS
MS/MA
PhD
Degree
Code
1
2
3
4
AA
BS
MS/MA
PhD
Min
36,012
37,813
39,704
41,689
Mid/Mkt
45,016
47,266
49,630
52,111
Max
54,019
56,720
59,556
62,533
1
2
3
4
38,893
40,838
42,880
45,024
48,617
51,048
53,600
56,280
49,589
61,257
64,320
67,536
AA
BS
MS/MA
PhD
1
2
3
4
42,005
44,105
46,310
48,626
52,506
55,131
57,888
60,782
63,007
66,158
69,466
72,939
AA
BS
MS/MA
PhD
1
2
3
4
50,015
52,516
62,519
65,645
75,023
78,774
19
Implementation

Implementation of July increase

Adjustment to range minimum

As funds become available, move to improve pay
position-in-range
20
Starting Salary Calculations

Establishing starting salaries for new hires will
include:

Experience in excess of what is required.

Education in excess of what is required.
21
Degree Recognition
Degree
Pay Increase
Associate’s
$600
Bachelor’s
$1,200
Master’s
$1,600
Education Specialist
$1,000
Doctorate
$2,000
22
Determining Salaries for Internal Job Changes

Current pay position-in-range

Experience and education relative to
requirements

The difference in salary grade assignment
between the old and new positions.
23
Reclassification Process
A reclassification request shall be initiated by the hiring
authority with the review and approval of the division VP. A
reclassification request must include:

A copy of the current job description or JAQ
• A copy of the proposed job description or JAQ
• Clear delineation of the changes in job content that will occur.
• Justification for the changes, covering the benefits to the
College of the change, budget justification, and expected
operational enhancements as a result of the change.
•
24
Questions?
25