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@ManagingManaging

TXSTATETXSTATEFor Supervisors For Supervisors

Office of Human Resources601 University DriveSuite340 J. C. Kellam BldgSan Marcos, Texas 78666

ClassificationCompensation

Compensation

• Benchmark jobs- representative positions which are commonly found in most participating organizations. This means that not all jobs/positions are surveyed.

• 2 Primary Markets: Local, University

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Markets

• University Market– Defined by PC. – CUPA-HR Mid-Level Administrative and

Professional Salary Surveys.– Positions that are recruited nationally and/or

are unique to institutions of higher education.– Median rate used to establish pay plan

minimums. “Unweighted Median Salary by Budget Quartile-Doctoral Institutions.”

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Markets

• Local Market– Defined by PC. – Our primary local market survey data comes

from purchased surveys for the Austin/San Antonio area.

– I-35--San Antonio-Austin Corridor- Local Vendors

– Unweighted median rate used to establish pay plan minimums.

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Markets

• Local Market– Titles determined by PC which are not recruited nationally

and are not unique to higher education. – Recruited locally.– Approximately 100 survey titles.– Data from purchased surveys from local human resources

management groups in conjunction with national consulting firms.

– Represents 300 + local (public and private) employers and 1000 + employees in benchmark jobs.

– Examples: Accountants, IT positions, HR positions, Admin Assts, Custodians, Nurses.

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Budget

– Our FY 12 budget is $450,288,000– CUPA Survey Quartile is: $326-$555.4

(Admin Comp)– CUPA Survey Quartile is $286.2-$493.1 (Mid-

level)– 2nd Quartile for both surveys– Median is the middle figure of a rank ordered

list or the average of the two middle figures.

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Compensation

• Previous surveys focused on comparison to market pay plan minimums.

• Medians are greater than pay plan minimums.

• Results in higher pay ranges, greater maximums and minimums.

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Compensation

• Market rate” is median rate• Local, University pay plan minimums= 96% of

median rate placed on nearest grade.• Nearest grade: Minimum could be higher or

lower than median rate.• HR only makes recommendations on pay plan

minimums, not actual salaries. • HR encourages implementing 100% of market

results.

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Compensation

• Survey position descriptions represent a summary of the most important duties, not all duties.

• Survey position descriptions do not represent individual GOJAs.

• Represent duties performed by a class of employees, not individual employees.

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Compensation

• Plug- Used by all employers to establish the relative value of positions. Used when evaluating a position which does not have a match in the market data.

• 5PC- Used by president’s cabinet to determine the proper pay plan minimum.

• 5CB- Indicates a continuation of the current pay plan minimum.

• GA- Indicates the number of “grades above” another position in relative value. Represents usage of a plug.

• GB- Indicates the number of “grades below” another position in relative value. Represents usage of a plug.

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Compensation

• Example: • Duplicating Equipment Operator- market data• Printer II- 140% Dup. Equip. Op.• Printer I, Bindery Operator, Phototypesetter,

Camera Operator- 90% Printer II.

• PC members approve plugs for positions in their division and approve pay plan relationships.

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Compensation

• HR provides survey data to PC members who make the final decision regarding pay plan relationships and minimums.

• HR also provides options for no cost reallocations, CPI-U figures and other data.

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