It’s no secret that we are in the midst of two important and related studies…position classification and employee compensation.  They are important to each of you as individuals and they are important to the future of this college.  As with any project of this type, there is a level of uncertainty, angst and nervousness.

As a result, I’ve been asked these five questions:

  1. “What are we doing?”
  2. “Why are we doing this now?”
  3. “How will we do this?”
  4. “When does it need to be done?”
  5. “What are the next steps?”

In this message, I will focus on the compensation study and will address each of these questions.

1. What are we doing?

  • Last year and again this year, the Board of Trustees adopted the strategic goal, “NMC will evaluate the employee classification and compensation systems and make adjustments as required.” 
  • We are evaluating our current compensation systems to determine if they support the values that are important to our stakeholders.  These stakeholders include all of our employees and our Board (as representatives of the public).  It’s been said by some that I have been told to “change our compensation system.”  As I stated in our opening conference, I have not been instructed to change it.  I have been asked and agreed to evaluate our compensation systems and come to an agreement on what they will be in time to apply them to the fiscal 2014 budget process.  The result could be no change, modification of the current system, or a completely different approach.  I do not know the outcome we will reach.

2. Why are we doing this now?

  • Our current systems were established almost 20 years ago.  I believe they have served the stakeholders well during this time.  However, our world, our operating environment and our industry sector are significantly different than they were.  It is therefore incumbent upon us to ask whether the current systems are appropriate to meet our needs and the NMC values as we go forward.  Do they support and incent the values?  Are they sustainable long term?  Do they fit the world as we see it developing? We owe it to ourselves and to our stakeholders to ask and answer these and other important questions.  Again, the answers could be yes, no, or maybe.

3. How will we do this?

  • Our Board, Staff and Faculty policies prescribe that we follow a process called “Mutual Gains”.  So, what is that?  Underlying this process is the belief and practice that we collectively work to identify issues and work for a mutually agreed upon solution through a consensus building process.  It requires us to listen carefully and to discuss openly answers to questions.  It requires significant thought and discussion on questions of “what” and of “why”.
  • I will convene a work group comprised of three members from each employee group and four at-large members.  Employee group members will be chosen by their respective employee group leadership and I will select at-large members.  Working group members will be expected to participate in the work sessions and to communicate with their membership.  It is in this way that we can gather input to the what and why questions that can lead us to a “how” solution.  We may very well use primary or secondary research and other data sources to help us.  We will provide information and summaries to the campus to help everyone be on the same page as much as possible.
  • This approach is consistent with our practices of shared governance and includes the campus community in the conversation and the solution.  It will require all of us to be engaged.

4. When does it need to be done?

  • I originally had said this project needed to be done by the end of December. The Board Strategic Goals adopted on September 24, 2012 say our work needs to be done in time to be used in the FY2014 budget.  So, most likely by late March or early April.

5. What are the next steps?

  • All employees should read and understand this memo and review the accompanying PowerPoint on Understanding the Mutual Gains Process.
  • We will hold an employee forum on the Mutual Gains Process and the work group selection process on October 3 at 4 p.m. (Location to be announced). Employee group leadership must attend and all employees are encouraged to attend.
  • Employee group leadership should select representatives who can participate in the mutual gains process and submit their names to me by 5 p.m. on October 10.
  • The first work group meeting will be 3:30 p.m. to 5 p.m. on October 19. (Location to be determined).

Our work group will be communicating with the campus on a regular basis, and I will be sending out documents such as this, posting short on-line videos, and holding meetings.  Thank you for your engagement.

Tim