classification & compensation study presentation
TRANSCRIPT
Classification & Compensation Study Presentation
September 1, 2021
MAG COMPANY BACKGROUND
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➢ The Principals of MAG International, Inc. have a proven track record in providing in-depth management and human resource consulting services for over 25 years in more than 40 states.
➢ Our clients range from various state and local government agencies to many School Districts, Municipalities, Counties, Utilities, EMS, Police, and Fire organizations nationally.
➢ MAG principals have completed over 500 similar compensation studies
over the years, including many in Maryland.
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This project IS designed to:
• Capture current job data from employees;
• Ensure internal equity;
• Identify needed market adjustments to the current plan;
• Provide an implementation plan that is affordable;
• Provide a process for future evaluation of positions.
This project IS NOT designed to:
• Evaluate individual employee performance/capabilities.
• Guarantee salary increases.
• Recommend salary decreases.
• Suggesting staffing levels
• Eliminating or adding positions
• Solving staff issues
© Management Advisory Group, Inc. 2019
Study Goals and Objectives
✓ Perform a Compensation/Classification study for all non-teaching positions.
✓ Compare compensation to relevant labor markets/competitors.
✓ Ensure that positions performing similar work with essentially the same level of complexity, responsibility, and knowledge, are classified together.
✓ Develop a competitive classification and compensation structure.
✓ Recommend policy changes to support the compensation system.
✓ The study includes 1,449 positions and 270 classifications.
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© Management Advisory Group, Inc. 2019
Methodology
✓ Captured key employee data.
✓ Conducted employee sessions virtually to explain project and their role.
✓ Identified jobs where recruitment and retention are concerns.
✓ Gathered salary and compensation data from competitor organizations;
✓ Surveyed for comparative data.
✓ Reviewed job questionnaire data from employees.
✓ Changed selected job titles to reflect work being done.
✓ Recommending changes to support a competitive compensation system.
✓ Developed implementation/transition costs.
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Job Factors
• Data Responsibility
• Judgment
• People Responsibility
• Complexity of Work
• Assets Responsibility
• Impact of Decisions
• Education
• Equipment Usage
• Physical Demands
• Communications
• Math
• Unavoidable Hazards
• Safety of Others
• Experience
© Management Advisory Group, Inc. 2021
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© Management Advisory Group, Inc. 2017
Targeted Agencies/Employers
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➢ St. Mary’s Co. P. S. MD➢ Calvert Co. P. S. MD➢ Anne Arundel Co. P.S. MD➢ Baltimore City P.S. MD➢ Baltimore Co. P.S. MD➢ Howard Co. P.S. MD➢ Frederick Co. P.S. MD➢ Charles Co. MD (Gen. Gov’t)➢ City of Baltimore (Gen. Gov’t)➢ Washington, D.C. (Gen. Gov’t)
➢ City of Wilm. DE (Gen. Gov’t)➢ City of Alexan. VA (Gen. Gov’t)➢ City of Martinsburg, WV (Gen.
Gov’t)➢ City of Hanover, PA (Gen. Gov’t)➢ Prince George Co. MD (Gen.
Gov’t)➢ Carroll Co. P.S. MD➢ Alexandria City P.S. VA➢ Arlington City P.S. VA➢ Washington Co. P.S. MD
© Management Advisory Group, Inc. 2021
Market Survey Results
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✓ Overall, results show that surveyed District positions lagthe market:
✓ At minimum: - 9.5%✓ At midpoint: - 9.4%✓ At maximum: - 9.4%
© Management Advisory Group, Inc. 2021
Market Survey Results Cont’d
✓ Positions that have competitive market hiring rates :
✓ Food Service Worker
✓ Bus Attendant
✓ Supervisor of Operations
✓ Bldg. Services Asst. Mgr.
✓ Accounting Assistant
✓ Positions that have below market hiring rates:
✓ Payroll Accounting Spec.
✓ HVAC Mechanic
✓ Guidance Secretary
✓ Instructional Assistants
✓ Stockkeeper
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© Management Advisory Group, Inc. 2019
Proposed Pay Plan Structure
✓ Unified Plan created for all District position titles.✓ 270 job titles.✓ Step Plan with 27 steps. (2% Increment between steps)✓ 31 grade levels.✓ Range Widths: 65% from minimum to maximum.
✓ There is 5% between proposed grades.
✓ Results:✓ Establishes a competitive position overall and for all positions.✓ Makes the entry levels competitive.✓ Brings the ranges in line with the market.
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© Management Advisory Group, Inc. 2019
Estimated Annualized Costs
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Charles Co. Public School System
Total Annualized Costs $3,502,145
Percentage Change to
Current Payroll
6.55%
NOTE: Benefit costs not included in total.
Any Questions?