Miami Dade College Reclassification Project by pengxiuhui

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									 Miami Dade College
Reclassification Study




    Presented by the Division of Human Resources
                    February 2007

                                                   1
               Purpose
   Present approved Reclassification
    Study
   Communicate clearly the process,
    overall results, and how you will be
    affected.




                                           2
               Brief History
   Based on recommendations of:
       Executive Committee
       Support Staff Council Presidents
       College President


   Areas selected for review:
       Admissions/Registration
       Financial Aid
       Public Safety
       Campus Services (Custodial, Mail Room and
        Copy Center)
       Facilities (Maintenance, Groundskeepers and
        Quick Jobs)

                                                      3
     Brief History (Cont…)
   HR reviewed and analyzed 60 jobs
    according to staffing levels, using
    appropriate ratios and compensation
    surveys

   Based on feedback received, College
    Provost for Operations requested a formal
    reclassification review

   Human Resources
       Engaged external consultant to complete study
       Reviewed findings, recommendations and
        completed cost/benefits analysis

                                                        4
          Project Scope
   Validate/compare job duties with job
    descriptions (assisted by a
    Deans/Area Heads Task Force)
   Compare jobs from previous MDC
    staffing study
   Apply Fair Labor Standards Act
    (FLSA) Tests
   Conduct Salary Survey of Market
    (local, regional and national)

                                           5
                 Surveys
   Surveys with 2006/2007 data were
    utilized:
       Watson Wyatt (Colleges & Universities)
       Economic Research Institute (FIU, UM,
        BCC, specific to Miami area and State
        of Florida)
       Miami-Dade County Pay Plan (local
        government)
       CUPA Administrative Compensation
        Survey
       Local surveys (FL Community Colleges,
        local public sector employers including
        MDCPS)
                                                  6
                Findings
   Survey results reflected the College
    structure is within 94% of the current
    market salaries (2006/2007 market
    data)
      Determined to be “acceptable”
   Job groups below 90% of the current
    market salaries were recommended
    for:
      Classification upgrade
              or
       In-grade salary adjustment
                                             7
    College & Campus Registrar
      Market Data Summary
   Below 90%:
        Information Specialist II       87%
        Student Services Assistant II   86%
        Assistant Supervisor            84%


   At or above 90%:
        Clerk II                        96%
        Data Entry Clerk                97%
        Clerk III                       94%
        Student Services Assistant I    103%
        Clerk Senior                    94%
        Clerk Administrative            97%




                                                8
            Financial Aid
        Market Data Summary
   Below 90%:
       Assistant Supervisor            84%
       Student Services Assistant II   86%



   At or above 90%:
       Clerk II                         96%
       Data Entry Clerk                 97%
       Clerk III                        94%
       Student Services Assistant I    103%
       Clerk Senior                     94%
       Clerk Administrative             97%




                                               9
         Campus Services
        Market Data Summary
   Below 90%:

       Copy Center Supervisor                 83%
       Lead Dispatcher                        85%
       Public Safety Officer/Assist. Chief    86%

   At or above 90%:
       Mailroom Clerk I                       95%
       Custodian                             103%
       Public Safety Officer I               108%
       Copy Center Technician                 93%
       Mailroom Clerk II                     106%
       Public Safety Officer II              108%
       Custodian Head                         97%
       Campus Services Supervisor I          116%
       Campus Services Supervisor II         114%
       Campus Services Supervisor III        105%


                                                     10
         Reclassification Methods
   Reclassification upgrades for specific positions
        10% increase or the minimum of the new salary range
         whichever is greater up to the midpoint;
        Employees at or above the new midpoint will not be
         eligible for any type of salary change
   Title changes
   Consolidation of several job levels
   In-grade salary adjustments for eligible positions
        5% increase up to the midpoint of the salary range
        Employees at or above the midpoint will not be
         eligible for any type of salary change
   Standardization of job descriptions college-wide



                                                              11
    Admissions/Registration/Financial Aid


   Information Specialist (87% of market)
      Change from Pay Grade 6 to 8

   Assistant Supervisor    (84% of market)

      Change from Pay Grade 7 to 9

      New Title – Student Services Assistant I

   Student Services Assistant II (86% of market)
      Remain at same Pay Grade 10

      In-grade adjustment

   Clerk Administrative    (97% of market)

      Remain at same Pay Grade

      New Title – Administrative Supervisor      12
             Campus Services
   Lead Dispatcher                 (85% of market)
       Change from Pay Grade 9 to 10
       Title change to Dispatcher
   Assistant Chief                 (86% of market)
       Change from Pay Grade 10 to 11
   Copy Center Supervisor (83% of market)
       Change from Pay Grade 9 to 11
   Quick Copy Coordinator           (83% of market)
       Change to Copy Center Supervisor
       Change from Pay Grade 10 to 11
   Copy Center Technician           (93% of market)
       Consolidate all levels into Pay Grade 7
            Copy Tech I, Pay Grade 4
            Copy Tech II, Pay Grade 5
            Copy Tech III, Pay Grade 7

                                                       13
             Implementation
   Recommendations approved by College
    President retroactive to January 1, 2007

   Implementation Plan
       Meetings with employees
       Individual meetings with personalized
        memoranda to affected employees

   Changes in pay, pay grades & title
    changes, if applicable, will be reflected by
    the following pay dates:
            3/23/07 or 4/5/07 (depending on pay calendars)
            5/4/07 Retroactive pay (Regular & OT)

                                                         14
Questions???


               15

								
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