1 Attract, Develop and Engage the Workforce of the 21 st Century New Job Classification System (JCCS) Manager Preparation Session February 2011.

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Attract, Develop and Engage the Workforce of the 21st

Century

New Job Classification System (JCCS)

Manager Preparation SessionFebruary 2011

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Session Activities

Information

Practice

Questions

The JCCS System and specifics you are expected to communicate

Role play

40 min Q&A period

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Session GoalsAfter today’s session, you should:

Goal: Help you feel better prepared to meet with your employees

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Expectations

OHR

MANAGER

HR REPHR CONTACT

NimbleFlow

EMPLOYEE QUESTION

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Your Questions

Please!Write down questions as you have them

There will be a detailed Q&A at the end of the session

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Thank you….There has been a substantial effort put forth across the Institute

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Thank you….There has been a substantial effort put forth across the Institute

Training Task Force

•Amy Bondurant, GTRI

•Pam Bonser, Communications & Marketing

•Dian Chung, College of Science

•Brandi Foley-Rodgers, Provost’s Office

•Gail Greene, College of Management

•Lynda House, College of Engineering

•Debra Lee, OIT

•Barbara Roper, OIT

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How & Why Was This System

Created?

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Georgia Tech conducted a study to learn what employees valued most about working at Tech.

Among other things, the study revealed:

•Employees feel there were limited advancement opportunities

•There are challenges in compensation programs, administration and execution

In response, Institute leadership commissioned the design of an effective job classification and compensation structure.

How & why was this system created?

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HR Reps, HR Contacts, & Managers worked together to defined & documented employee job responsibilities

Job Responsibilities


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OHR used the information provided to re-write job descriptions


Job Descriptions


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Exhaustive market researchand comparison was conducted


Job Descriptions

Market Research


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Job Descriptions

Market Research

Grades & Tiers

New titles, grades, and tiers were created


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Job Descriptions

Market Research

Grades & Tiers

Together these activities helped to create a new system for classifying employee work


JCCS

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Job duties ARE NOT changing

Pay IS NOT changing as a result of JCCS

Messages to share with employees

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A Better SystemJob Classification and Compensation System

benefits Employees by

Increasing Clarity

• career paths and known knowledge, skills and abilities for campus positions

• job expectations

• personnel actions

• Comparable titles with universal meaning

• Guidelines regarding promotions, lateral moves, etc.

Improving Consistency

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benefits Managers/Departments by

• in decision making

Expanded Autonomy

• Data to drive decision making

Increased Objectivity

• A framework for visable high level career paths to assist employees

• Varied shift work

Improved Tools

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• Better reporting

• Better data to drive decision making

• Enhanced talent recruiting with clear titles and market based pay

• Ability to rapidily respond to changing market conditions

benefits Georgia Tech by

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The new system will allow us to do things in the future that we otherwise would not be able to do

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Messages to share with employees The change will apply to

all classified staff employees

Job duties are not changing

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What Is Expected of Managers

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Meet with direct reports as a group

Meet with employees individually

As a supervisor, you will be expected to…

Expectations

Different managers may have different approaches depending on unit and span of control

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How is the System Structured?

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Messages to share with employees There are new

•Job Structures

•Pay Grades

•Ranges & Tiers

•Job Titles

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Pay does not change as a result of JCCS

Pay may change for a limited number of employees based on other factors

This will be done at the discretion of the Dean or Vice President and will be consistent with policies

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System structure

When you meet with your employees you will need to tell them about…

Pay Grades

Ways to group jobs with similar

work

Ranges & Tiers

Reflect the minimum &

maximum pay

Titles

Should give a sense as to level

Job Structures

Grouping of job grades with similar

characteristics

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Structures

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Was…

Now…Titles

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For Example….

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Grades

Grade Tier 1 Tier 2 Tier 3

Market Reference

Point

A1 18,700-19,400 19,401-23,800 23,801-28,700 21,600

A2 19,700-22,300 22,301-27,300 27,301-30,200 24,800

A3 22,600-25,700 25,701-31,500 31,501-34,700 28,600

A4 26,000-29,600 29,601-36,200 36,201-39,900 32,900

A5 29,900-34,000 34,001-41,600 41,601-45,900 37,800

A6 34,400-39,900 39,901-47,700 47,701-52,800 43,400

A7 39,600-45,000 45,001-55,000 55,001-60,700 50,000

Many titles

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For example – Financial Administrator

Title Grade Tier 1 Tier 2 Tier 3

Market Reference

Point

A1 18,700-19,400 19,401-23,800 23,801-28,700 21,600

A2 19,700-22,300 22,301-27,300 27,301-30,200 24,800

A3 22,600-25,700 25,701-31,500 31,501-34,700 28,600

A4 26,000-29,600 29,601-36,200 36,201-39,900 32,900

Financial Administrator I A5 29,900-34,000 34,001-41,600 41,601-45,900 37,800

Financial Administrator II A6 34,400-39,900 39,901-47,700 47,701-52,800 43,400

Financial Administrator III A7 39,600-45,000 45,001-55,000 55,001-60,700 50,000

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Tier 1 Tier 2 Tier 3Market

Reference Point

Typicallynew

employees

Typically employees

with demonstrat

ed skill levels

Typicallytop-

performing employees exhibiting

consistently outstanding performanc

e

This is the composite

of all market

data in a grade.

Tech’s new pay structures are designed to guide managers and employees through an employee’s development and performance.

Tiers

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Movement among the tiers and grades


Market Reference

Point

A1 18,700-19,400 19,401-23,800 23,801-28,700 21,600

A2 19,700-22,300 22,301-27,300 27,301-30,200 24,800

A3 22,600-25,700 25,701-31,500 31,501-34,700 28,600

A4 26,000-29,600 29,601-36,200 36,201-39,900 32,900




Progression through Job Grades results from expansion of:

•Responsibility

•Scope of budget responsibility

•Quantity of employees supervised

•Independent decision making authority

•And similar factors

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Movement among the tiers and grades


Market Reference

Point

A1 18,700-19,400 19,401-23,800 23,801-28,700 21,600

A2 19,700-22,300 22,301-27,300 27,301-30,200 24,800

A3 22,600-25,700 25,701-31,500 31,501-34,700 28,600

A4 26,000-29,600 29,601-36,200 36,201-39,900 32,900




Movement across tiers recognizes:

•Time in position

•Increased competence

•Experience

•Work quality

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Some employees will have a new title

All job descriptions will be updated

Job descriptions are online

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Where Do I Go For More Info?

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Support Tools

Manager’s ToolkitCan be found at: http://www.ohr.gatech.edu/compensation/mgrtoolkit

Contains:

• Check List• Implementation Schedule• Presentation Slides• Handouts• FAQ• Links to resources

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Support Tools

Policies and proceduresCan be found at:

http://www.ohr.gatech.edu/compensation/faq

Detailed and Growing List of FAQ

http://www.ohr.gatech.edu/compensation/structure

JCCS Webpage

http://www.admin-fin.gatech.edu/human/compensation/040100.html

GT Compensation Policy

http://www.ohr.gatech.edu/compensation/…

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What Is The TimelineFor The Change?

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• January 2011– New job descriptions, policies and structures available online

for review

• February 2011– Training Sessions for HR Reps and People Managers

• March 2011– New titles, grades and salary structures become effective.

• April 2011– Review and document employee performance

• New compensation structures/tiers• New job descriptions• New performance management competencies

Timeline

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Summary of the Key Messages You Need to

Share

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The changes apply to all classified staff employees

Jobs duties are not changing

Some employees will have a new title

All job descriptions will be updated

Job descriptions are online

Pay does not change as a result of JCCS, but may change for a limited number of employees based on other factors

There is a policy and process for review of job and pay decisions

There are new•Job Structures, Pay Grades, Ranges & Tiers, Job Titles


1 Attract, Develop and Engage the Workforce of the 21 st Century New Job Classification System (JCCS) Manager Preparation Session February 2011.

Documents

session slide

jccs slide

oit slide

job duties

jccs system

consistency slide

new system

employees important