University of Alaska Total Compensation Review Webinar for - - PowerPoint PPT Presentation

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University of Alaska Total Compensation Review Webinar for - - PowerPoint PPT Presentation

Sep 26, 2023 48 likes •232 views

University of Alaska Total Compensation Review Webinar for Supervisors June 2019 Overview Total Compensation Review Represented Faculty Non-represented Faculty Staff Executives Next Steps Resources Q&A 2

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University of Alaska Total Compensation Review Webinar for Supervisors

June 2019

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Overview

  • Total Compensation Review
  • Represented Faculty
  • Non-represented Faculty
  • Staff
  • Executives
  • Next Steps
  • Resources
  • Q&A

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Total Compensation Review

At the direction of the UA President, UA Human Resources conducted a total compensation review to understand our market competitiveness for salary and benefits so that internal equity and retention are optimized. Elements of the review included:

  • Faculty, Staff and Executive salaries in relation to

market

  • Benefits compared to market

All UA employees will receive a letter that provides their market salary comparison and findings of the benefits

  • review. The pay equity review is still in progress.

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Faculty

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Represented Faculty Compensation

Methodology:

  • Appropriate peers were selected for each university by

identifying peer institutions that award similar level degrees, have comparable student enrollment and faculty FTE, and operate with similar budgets.

– UAF - 70 Peers – UAA - 68 Peers – UAS - 67 Peers

  • UA uses the Classification of Instructional Program (CIP)

code and rank to compare individual represented faculty to other faculty at peer institutions in the same discipline.

  • The cost of labor was added to the market median for

total market comparison.

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Non-Represented Faculty Compensation

Methodology:

  • Appropriate peers were selected for each

university by identifying peer institutions that award similar level degrees, have comparable student enrollment and faculty FTE, and

  • perate with similar budgets.

– UAF - 70 Peers – UAA - 68 Peers – UAS - 67 Peers

  • UA uses the CIP code to compare individual

non-represented faculty to other faculty at peer institutions in the same discipline.

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Non-Represented Faculty Compensation

Methodology:

  • Added an additional 10% to support

administrative responsibilities.

– Exception: Assistant Directors of the community campuses were benchmarked directly to CUPA-HR Administrator survey.

  • The cost of labor was added to the

market median for total market comparison.

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Staff

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Staff Compensation

Methodology:

  • UA used job families to compare positions to the

higher education market. The College University Professional Association of Human Resources (CUPA- HR) Administrative, Professional and Staff Surveys collect data based on similar institution type and budget levels.

  • The cost of labor was added to the market median

for total market comparison.

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Executive

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Executive Compensation

Methodology:

  • Executive positions were matched to a CUPA

description defined in either the CUPA-HR Administration or Professional survey.

  • Appropriate peers were selected for each university

by identifying peer institutions that award similar level degrees, have comparable student enrollment and faculty FTE, and operate with similar budgets.

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Benefits

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Benefits

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Methodology:

  • UA compared benefits package with peer institutions

and the State of Alaska.

  • Voluntary employee life insurance and accidental death &

dismemberment insurance (low maximums, no dependent life)

  • Maximums increased this year
  • Long term disability (low maximum benefit)
  • UA Pension (supplemental retirement)
  • PERS retirement
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Next Steps

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  • The university’s goal, over time, is to have all

employees paid within a competitive salary range (+/- 10% market median).

  • The Board of Regents requested salary

funding in FY20 budget

  • Funding to address any increases will also be

addressed in future budget cycles.

  • Information and updates will be shared by

university leadership as decisions are made by the legislature.

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Talking Points

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  • Encourage folks to re-review the materials on the

SW website so that rumors are minimized.

  • Questions can be submitted via the Google form on

the website.

  • Emphasize the competitive salary range is +/- 10%
  • f the market median.
  • Identification of potential pay equity issues is a

separate review.

  • Salaries will not be reduced as a result of this

project.

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Talking Points

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  • For individuals working less than full-time, annual

salaries were adjusted to full-time in order to accurately compare against benchmark salaries.

  • UA HR will be evaluating how to address market

competitiveness issues systemically. Deans, directors and supervisors should not attempt to independently address.

  • University leadership will be working closely with HR

to chart the best path forward.

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Resources

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  • Project Website

– https://alaska.edu/classification/compensation-review/

  • Request Data Changes

– https://forms.gle/7dEwCtpkbEzWLneQ9

  • Submit Questions for FAQ

– https://goo.gl/forms/0HOrTzVKpkQKHsld2

  • UA HR

– ua-swhr@alaska.edu, 907-450-8200

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Questions?

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