STAFF CLASSIFICATION AND
COMPENSATION
Project Introduction: Conversation Cafés
June 18, 2015
Wright State University
Copyright © 2015 by The Segal Group, Inc. All rights reserved.
Agenda
 Introductions
 About Sibson Consulting
 Project Overview
 Project Scope and Deliverables
 Project Phases and Timeline
 Total RewardsSM Model
 Discussion
 Next Steps
1
Introductions
Sibson Consulting Team
Sibson Consulting Team Member
Myrna Hellerman
Senior Vice President
Client Relationship Manager
Angelita Becom
Vice President
Co-Client Relationship
Manager and Project Manager
Elyse Lyons
Senior Consultant
Subject Matter Expert,
Compensation
Chris Goldsmith
Vice President and Senior Consultant
Subject Matter Expert,
Total Rewards
Demi Farina
Associate Consultant
Chief Analyst
2
About Sibson Consulting
 National human resources consulting firm
 In business for over 50 years
 Privately held and independent
 Most senior employees own the firm and lead client engagements
 Dedicated practice with extensive experience in Higher Education
SIBSON CONSULTING’S SERVICE AREAS
Health
Retirement
Organization
and Talent
Performance
and Rewards
 Optimize the return
on investment in
health and welfare
benefits
 Create and
implement designs
that balance cost
effectiveness and
health promotion
 Conduct actuarial
analysis and pricing
 Optimize the return
on investment in
retirement benefits
 Manage financial
risk
 Comply with
complex regulatory
and accounting
requirements
 Improve
administrative
effectiveness
 Design effective
organizations and
jobs
 Build talent
capability through
development and
succession
 Predict and fill future
talent needs
 Develop strategies
to attract, retain and
engage talent
 Create compensation
structures with market
and internal equity
 Optimize the return on
investment in rewards
 Improve compensation
administration
 Measure the effectiveness of performance
and rewards
Communications
 Create clear
communications
using multiple
vehicles
 Create processes
and tools to define,
measure, and
sustain behavior
change
 Educate and engage
employees in
program and process
changes
3
Project Scope and Deliverables
Clearly articulated compensation philosophy for unclassified and
classified staff
Policies and procedures for unclassified and classified staff
Benefits assessment
Compensation structure for unclassified staff
4
Project Phases and Proposed Timeline
2015
1
Project Kickoff and Compensation Philosophy Development
May – September
2
Job Description Updates
September – December
3
Assessment of Current Practice (Compensation and Benefits)
October – December
4
Job Evaluation/Classification Tool
October – December
Market Pricing
January
5a
2016
5b
Market Pricing continued
January – March
6
Pay Structure
March – May
7
Career Paths
March – May
8
Administration Policies
Finalization of Compensation Philosophy and Implementation
June – August
The above represents a relatively aggressive timing, it will be
adjusted as needed to best meet the needs of the University.
5
Sibson’s Total RewardsSM Model
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The Total Rewards
Model identifies:
Affiliation
Values
Market Position
Organization Support
Work Environment
Community Citizenship
Relationships
 Main elements which
attract/retain employees
Compensation
Base Salary
Incentives
Cash Recognition
Premium Pay
Pay Process
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Total
Rewards
Model
Work Content
Variety
Challenge
Structure
Autonomy
Feedback
Impact
Benefits
Health
Retirement
Recognition
Perquisites
Income Security
Time Off
Work Arrangements
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Career
Advancement
Title
Personal Growth
Training
Employment Security
 How compensation is tied
to other elements
 The relative value of
non-cash elements will
influence strategy
 Wright State’s Total
Compensation Philosophy
will focus on the interplay
among the total reward
elements as a magnet to
attract and retain Wright
State employees with a
particular focus on
compensation and
benefits
6
Group Discussion
We would like to gain your perspectives on the following:
 What do you think attracts and retains staff to Wright State?
 How well do you think the compensation and benefits program is currently working?
 What improvements could be made to the current compensation and benefits program?
 What else should Sibson know about Wright State’s culture or history to ensure a successful
outcome for this engagement?
7
Next Steps
 On-Site Next Steps:
 Conduct leadership interviews
 Hold Conversation Cafés
 Continue gathering and reviewing data request items
 Begin work on job documentation tool
8