Exempt Staff Classification Study: Information Page
Updated September 2008 This is the website resource for the LC Exempt staff classification and compensation study. Check back frequently for updates, links to frequently asked questions, forms and other information. See below for the project time line.
FAQ's have been updated and include response to questions about the compensation study part of this project. The latest FAQ asked for a greater description of what the different bands mean.
Update on the Market Study
The market study will be completed in November of 2008. We now anticipate implementing the new system soon after the beginning of spring semester. Check out the FAQ page to learn more about the market study and benchmark positions.
Give Maurine a call at x6238 if you have any questions.
Project Timeline (Remaining)
- June 15 - Nov 5: Data Collection, Analysis, Job Pricing and Recommendations
- Nov 30: Develop New Structure
- Nov 30: Draft Policies and Procedures
- Dec 15: Draft Transition Plan
- Dec 16: Final Presentation to Executive Council
- Feb 1: Roll Out Entire Plan to Campus
Why do we need to do this?
We currently have no classification or compensation system for our exempt staff. The non-exempt, support staff, the Teamsters and even the faculty have structures and systems. It is highly unusual for an organization our size to not have a classification system or a clear compensation philosophy and process.
This study will:
- Allow us to establish non-discriminatory equitable pay differentials between positions.
- Allow us to create a compensation system and procedures to implement an effective merit pay system and make equity adjustments based on our compensation philosophy, data and goals instead of reactive reasons.
- Allow us to measure our salaries compared to the relevant external markets.
- Allow us to provide the Trustees with data sufficient to demonstrate the need to improve wages for some or all positions.
- Give us updated job descriptions required to defend ourselves and best comply with the Americans with Disabilities Act, Family and Medical Leave Act, Fair Labor Standards Act (exempt vs. non-exempt) and other employment related laws.
The purpose of job evaluation and a classification system is to provide a systematic method or procedure to determine the placement of a job or group of jobs and their level of decision making and responsibility in relation to other jobs within an organization. A basic tenet of job evaluation is that it is the job, not the employee, that is evaluated and rated. The result is an administrative tool for the College to use to place new hires, manage classification issues, pay employees appropriate rates of pay and ensure compliance with applicable legislation.
Job Description Link on Webdisk
The webdisk ticket address for the electronic version of PDQ or Job Description is here. In the absence of an electronic copy of a PDQ or job description you believe may exist, email maurine@lclark.edu.
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