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Strategies which Align with Business Objectives • Leader in Compensation Assessment and Design
I\Clients\NJIT\benchmark.review.12.10.01.ppt
2
Project Objectives
I\Clients\NJIT\benchmark.review.12.10.01.ppt
6
Step 2: Conduct Interviews
Interviews will be conducted with the defined area Division Heads and Human Resources to understand NJIT’s:
I\Clients\NJIT\benchmark.review.12.10.01.ppt
5
Step 1: Conduct Employee Orientation Sessions
Two sessions to familiarize NJIT employees with the objectives and steps in the process, answer questions and distribute position information questionnaires.
I\Clients\NJIT\benchmark.review.12.10.01.ppt
3
Project Objectives
Benchmark sample of 80 positions (both aligned and non-aligne源自文库) selected to encompass a representative sample of titles and job levels in the following functional areas:
Recommend modifications to the design of the current program to ensure that pay structure:
• Reflects job value and contribution in a consistent methodology
Assess New Jersey Institute of Technology’s current position classification program and make recommendations to ensure that it enables pay in an equitable and competitive manner.
7
Step 2: Review and Update Job Documentation
Classification and corresponding compensation parameters should be linked to job content - in order to fairly “size” the benchmark positions at NJIT:
NJIT’s current classification program has not been formally reviewed in a number of years…concerns have developed about: comparability of roles and job value across the organization, turnover in certain areas, and the increasing complexity of work.
1
About the Hay Group
• Global Human Resources Management Consulting Firm
• 2,000 Employees Worldwide • 9,000 Clients in Various Industries • Partners with Clients to Implement Human Resources
• Employees will complete a position information questionnaire to provide current information on job accountabilities, requirements and competencies.
Agenda
• Introductions
• Project Objectives • Project Steps • Project Timeline • Q&A • Position Information Questionnaire Addendum
I\Clients\NJIT\benchmark.review.12.10.01.ppt
• Finance and Budget • North Jersey Transportation Planning Authority • Information Technology
I\Clients\NJIT\benchmark.review.12.10.01.ppt
4
Project Objectives
• Achieves desired and appropriately competitive market targets
Note: There will be no reductions in pay as a direct result of this study nor do we anticipate wholesale increases in compensation levels.
• Mission and Strategies • Job Roles and Challenges • Compensation Philosophy and Issues • Current Pay Structures and Processes
I:/GKN0524.ppt
I\Clients\NJIT\benchmark.review.12.10.01.ppt
I\Clients\NJIT\benchmark.review.12.10.01.ppt
2
Project Objectives
I\Clients\NJIT\benchmark.review.12.10.01.ppt
6
Step 2: Conduct Interviews
Interviews will be conducted with the defined area Division Heads and Human Resources to understand NJIT’s:
I\Clients\NJIT\benchmark.review.12.10.01.ppt
5
Step 1: Conduct Employee Orientation Sessions
Two sessions to familiarize NJIT employees with the objectives and steps in the process, answer questions and distribute position information questionnaires.
I\Clients\NJIT\benchmark.review.12.10.01.ppt
3
Project Objectives
Benchmark sample of 80 positions (both aligned and non-aligne源自文库) selected to encompass a representative sample of titles and job levels in the following functional areas:
Recommend modifications to the design of the current program to ensure that pay structure:
• Reflects job value and contribution in a consistent methodology
Assess New Jersey Institute of Technology’s current position classification program and make recommendations to ensure that it enables pay in an equitable and competitive manner.
7
Step 2: Review and Update Job Documentation
Classification and corresponding compensation parameters should be linked to job content - in order to fairly “size” the benchmark positions at NJIT:
NJIT’s current classification program has not been formally reviewed in a number of years…concerns have developed about: comparability of roles and job value across the organization, turnover in certain areas, and the increasing complexity of work.
1
About the Hay Group
• Global Human Resources Management Consulting Firm
• 2,000 Employees Worldwide • 9,000 Clients in Various Industries • Partners with Clients to Implement Human Resources
• Employees will complete a position information questionnaire to provide current information on job accountabilities, requirements and competencies.
Agenda
• Introductions
• Project Objectives • Project Steps • Project Timeline • Q&A • Position Information Questionnaire Addendum
I\Clients\NJIT\benchmark.review.12.10.01.ppt
• Finance and Budget • North Jersey Transportation Planning Authority • Information Technology
I\Clients\NJIT\benchmark.review.12.10.01.ppt
4
Project Objectives
• Achieves desired and appropriately competitive market targets
Note: There will be no reductions in pay as a direct result of this study nor do we anticipate wholesale increases in compensation levels.
• Mission and Strategies • Job Roles and Challenges • Compensation Philosophy and Issues • Current Pay Structures and Processes
I:/GKN0524.ppt
I\Clients\NJIT\benchmark.review.12.10.01.ppt