Here’s an update on the current status and next steps for the classification and compensation study.
Project overview
This update focuses on the classification project, work completed to date, and an outline of next steps.
Classification Review Process
Step One
During November and December human resources met with supervisors to review and revise job descriptions for all staff positions.
Step Two
Human Resources evaluated all of the reviewed job descriptions on a new point factor system. This review was completed the middle of December.
This table provides a brief comparison of the two methodologies:
| Previous Classification System | New Point Factor System |
| Education | Knowledge |
| Experience | Experience |
| Supervisory Responsibility | Complexity |
| Planning and Organizing | |
| Analysis and Problem Solving | |
| Leadership | |
| Internal Contacts | |
| External Contacts | |
| Accountability | |
| Working Conditions |
The new point factor system evaluates jobs on each one of the 10 factors, then totals the values for each factor, and assigns a total point value and corresponding pay grade. For more details see this factor definitions overview.
Step Three
The third step in this process is currently underway and is intended to provide a quality check on the evaluations. There are two separate teams reviewing the evaluation of positions on the new system.
|
Team 1 |
Team 2 |
| Chris Ruszel | Chad Schenkelberger |
| Chris Weber | Dan Wasson |
| Don Cunningham | Donna Palmer |
| Holly Gorton | Mark DeLonge |
| Kari Kahler | Sue DeCamillis |
| Lisa Thomas |
Each team is working independently to review every factor and every level assessing whether positions were accurately evaluated, identifying questions for clarification by supervisors, and making suggestions for revisions. Linda Racine and Aaron Beach will then reconcile the feedback from each group and adjust evaluations based upon the feedback from the teams and supervisors.
Step Four
The final step in the classification process will be a check by the Vice President Group, where they will review the total evaluation/pay grade, identify questions and reassess factors for individual jobs as needed.
To be completed by January 31.
Market benchmarks
Simultaneously to the classification quality check (steps three and four above), several market benchmarking studies are occurring. HR is collecting data from: College and University Professional Association for Human Resources (CUPA-HR), Michigan Community College HR Association, CompData, and a regional wage survey. This data will then be aligned with NMC positions
Also will be completed by January 31.
Next Steps
Refine NMC Salary Scales—stay tuned! We will be providing further updates as this work progresses.