College of Southern Nevada

Administrative Faculty Position Analysis and Compensation Study

February 2008

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Presentation Outline

To Discuss: Project Objectives Fox Lawson & Associates LLC Our Approach

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Project Objectives

Design and implement an Administrative Faculty and Compensation System

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Project Objectives Review all job descriptions for consistency

Assess each position and assign to appropriate tier ranking

Identify costs of adjustments Develop communication strategies Advise on salary administration policies, merit and performance evaluation program

Provide maintenance guidelines, including promotions, change in duties, other job changes

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About Fox Lawson & Associates

Compensation Specialists Higher Education Experience Nationwide Practice 25+ Years of Experience

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University/College Clients

College of Southern Nevada (as a consortium) Alamo Community College Houston Community College Pima County Community College San Jacinto Community College Galveston College Central Wyoming College Northwest College Columbus State Community College North Harris Montgomery County Community College

Collin County Community College Holyoke Community College6

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University/College Clients

Pennsylvania State University University of Arizona Arizona State University Oregon University System Truman State University Missouri Western State University Macalester College Hamline University Butler University Seattle University University of Massachusetts - Dartmouth Clark-Atlanta University

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Nevada Clients College of Southern Nevada (as a consortium)

State Bar of Nevada Truckee Meadows McCarran International Airport Las Vegas Convention Authority

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Our Approach

Work Plan1. Pay Philosophy/Strategy2. Job Description Review3. Tier Ranking4. Cost Assessment5. Salary and Compensation Policies6. Final Report

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Pay Strategy Review the current classification and compensation systems to determine key issues

Confirm a philosophy that supports the College’s strategic goals and objectivesCriteria to establish tier rankingCommunicationMovement through the rangesPerformance payBest practices for salary administration

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Job Description Review

Review job descriptions Review organization charts and other material

Employee interviews Assess title consistency and validity

Recommended changes, if any CSN review

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Tier Ranking

To assess the internal value of the jobs to the College

• Review tier ranking system and logic• Evaluate jobs

– Education/experience– Supervisory responsibilities– Scope of authority– Complexity and difficulty of work– Other criteria

• CSN review and refinement

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Cost Assessment

Compare current rate of pay to tier assignment

Identify position specific costs Integrate seniority, performance or other criteria in cost assessment

Review options and costs Develop transition plans CSN review

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Salary Admin Policies

Classification guidelines Compensation guidelines Merit and performance pay guidelines

Metrics to audit the system

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Final Report

Steps and processes used Present findings and recommendations to the College

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Timeline

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Questions

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