Adopting Benchmark Job Descriptions: Job Matching and Member Communication
CAI’s Experience (2008 Survey)
-presented by Molly Hegeman and Sherry Hubbard-Bednasz July 21, 2008
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Of the 152 benchmark jobs with standardized title and description, which can we adopt? What is applicable for our individual EAG? Assess the jobs in our current salary survey
View job participation over last 2 years Pull most recent salary data for jobs: spread, lowest salary, highest salary, submitted job titles View actual job distributions (histograms) to assess normal, skew, bi-modal
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What jobs/job families were problematic? Where can we use (more) definitive experience requirements, education requirements, supervisory distinctions? What levels should/can we implement? What new jobs should be added ?
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Side by side comparison Understanding of job families Use of levels within positions
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Key elements to evaluate on descriptions:
Education Experience Job summary Scope of responsibilities
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Key elements to evaluate on data:
Other common titles for positions Actual distribution of comp levels Reports to Exact match, +/FLSA classification
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Examples:
Communication of Job Changes
“Coming Soon” announcement made via email and CAI newsletter Job updates marketed as “survey improvement”
Positive, necessary change Better job descriptions = better survey Local data/market were telling us a story; we listened
Email survey invitation, subsequent email reminders, and newsletter articles provided links to Help Files (Excel & Word)
Communication of Job Changes
Why provide an Excel help file of jobs covered in the survey?
Job matching in online application can be overwhelming Electronic file provides users an all-in-one preview Allows users to „pre-match‟ and pull raw data Users can save for their records, reference later Absolute must-have for our members
Communication of Job Changes
Setup of Excel help file
Multiple tabs give job code, title, description
FULL list of all jobs covered UPDATED jobs for 2008 NEW jobs for 2008 Deleted jobs
Updated tab provides 2007 to 2008 crosswalk
Previous 2007 title ↔ New 2008 title Previous 2007 description ↔ New 2008 description
Communication of Job Changes
Word help file (2 in 1)
Provides instructions for navigating online application Provides all questions/response options covered in survey Job matching section refers to Excel help file Allows users to gather data beforehand, clarifies specs for raw data if pre-matching jobs Another must-have for our members
Communication of Job Changes
Job selection tool in online application
Emphasis that users fully read descriptions before matching, as many jobs were updated for 2008 Referred users to Excel help file for full list of titles and descriptions Focus on PROCESS to implement change PREPARE materials to accept change Educate and be POSITIVE
Overall approach
How did we do?
Survey preparations made in April/May, data collection window 5/28 – 6/27 with extension through 7/9 only Major changes to this year‟s survey:
Entirely new login process Over 150 jobs updated/added (74=benchmarks) Reduction in # questions, re-design of questions, addition of on-screen instructions
How did we do?
Generated 8% increase in participation over last year (389 to 424 unique companies); overall participation by CAI members = 40% Job participation also more robust Member feedback was positive overall
Several welcomed the improved job descriptions (“long overdue” in some cases) Excel help file was easy to use and critical for transition One member graciously praised us for our tireless efforts to continue to improve an already invaluable survey
Questions?
Contact us
Molly Hegeman, Manager of HR Consulting Services
molly.hegeman@capital.org 919.713.5263 sherry.hubbard-bednasz@capital.org 919.713.5259
Sherry Hubbard-Bednasz, Survey Consultant