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ÃÛÌÒÉçÇø Michigan University is conducting a study of the staff compensation system for all professional, administrative, clerical and technical employees. The goal of Phase I of the project was to assess the competitiveness and effectiveness of the current compensation system.

Scope

Phase I of the project included the following components:

• Identifying 200 to 250 benchmark jobs. For purposes of the audit, benchmark jobs are those that are easily comparable to similar jobs in other organizations and for which market data is readily available. Consideration will be given to our existing benchmarks.  
• Reviewing, and if necessary, updating job descriptions for these benchmark jobs.
• Performing a competitive market analysis of the benchmark jobs and assessing the competitiveness of the current salary structure.
• Developing a compensation philosophy and strategy through consultant interviews with the University’s senior leadership.
• Please note: Phase I is only an audit of a sample of benchmark jobs. At this point in time, there will be no pay changes. 

Timeline for Phase I

• Project planning session, May.
• Senior leadership update, June 3.
• Biweekly team conference calls, ongoing.
• Data collection, June.
• Job description review for benchmark jobs, June to July.
• Interviews with senior leadership, July.
• Competitive market analysis, August to September.
• Assess salary structure, October.
• Presentation to senior leadership, November.

Project updates

• June 18: Conference call with ÃÛÌÒÉçÇø project team members and Aon Hewitt.
  • Confirmed HR's response to Aon Hewitt's compensation-related information request.
  • Finalized executive interview schedule for July 9-10.
• July 2: Conference call with ÃÛÌÒÉçÇø project team members and Aon Hewitt.
  • Discussed Aon Hewitt's proposed list of benchmark jobs, which will be released to ÃÛÌÒÉçÇø project team members for review.
  • Finalized executive interview schedule for July 9-10.
• July 23: Conference call with ÃÛÌÒÉçÇø project team members and Aon Hewitt.
  • Discussed overall impression of executive interviews, especially the great consensus within senior leadership regarding concerns over the current compensation system.
  • Reconciled slight differences between Aon Hewitt's and ÃÛÌÒÉçÇø's lists of benchmark jobs.
  • Discussed next step: setting up meetings with vice-presidential divisions to identify appropriate markets for benchmark jobs.
• July 30: Conference call with ÃÛÌÒÉçÇø project team members and Aon Hewitt.
  • Reviewed list of benchmark jobs with goal of finalizing list by July 31.
  • Reviewed initial plans for benchmark meeting schedule.
  • Reviewed draft market matrix, including College and University Personnel Association survey scopes.
  • Discussed CUPA and Michigan-CUPA survey data.
• Aug. 13: Conference call with ÃÛÌÒÉçÇø project team members and Aon Hewitt.
  • Finalized plans for benchmark meetings.
• Aug. 20-22: Benchmark meetings.
  • Reviewed survey matches for ÃÛÌÒÉçÇø benchmark jobs with vice-presidential representatives.
  • Confirmed matches or made adjustments, as appropriate.
• Sept. 3: Conference call with ÃÛÌÒÉçÇø project team members and Aon Hewitt.
  • Discussed process for finalizing market matches, including follow-up conversations with vice-presidential representatives as necessary.
  • Once market matches are complete, Aon Hewitt will begin data analysis.
• Sept. 10: Conference call with ÃÛÌÒÉçÇø project team members and Aon Hewitt.
  • Discussed outstanding issues with job matching.
  • Decided to schedule meeting with vice-presidential representatives to finalize matches for the office/administrative job family.
• Oct. 8: Conference call with ÃÛÌÒÉçÇø project team members and Aon Hewitt.
  • ÃÛÌÒÉçÇø project team is wrapping up responsibilities for Phase I of the project.
  • Aon Hewitt team will complete their analysis and will be prepared to meet with the senior leadership team in late November early December to report their findings.
  • It will be the responsibility of the senior leadership team to review the results of Phase I of the project and determine how to proceed with the remainder of the project.
• Oct. 22: Conference call with ÃÛÌÒÉçÇø project team members and Aon Hewitt.
  • Discussed time line and team responsibilities to finalize Phase I.
  • Set date for ÃÛÌÒÉçÇø's senior leadership team to meet with Aon Hewitt in early December.
• Nov. 5: Conference call with ÃÛÌÒÉçÇø project team members and Aon Hewitt.
  • Aon Hewitt and ÃÛÌÒÉçÇø reviewed preliminary market data results on Oct. 30.
  • Aon Hewitt to share and discuss market data analysis findings with ÃÛÌÒÉçÇø project team members on Nov. 19.
• Nov. 19: Conference call with ÃÛÌÒÉçÇø project team members and Aon Hewitt.
  • Reviewed one-page summary of ÃÛÌÒÉçÇø's market competitiveness.
  • Discussed idea of "total compensation" and the value of benefits in comparison to higher education employers and general industry employers.
• Dec. 10: Conference call with ÃÛÌÒÉçÇø project team members and Aon Hewitt.
  • A summary project update was presented to Dr. John M. Dunn last week and will be shared with the vice presidents at a meeting to be held in December or early January.
• January and February: Project update meetings with Aon Hewitt and Dunn.
  
  • Phase I results accepted.
  • Decision made to move to Phase II of the project.
• Feb. 25: Meeting of ÃÛÌÒÉçÇø project team.
  • Reviewed outcome of project update to senior leadership.
  • Phase II project plan is under development by Aon Hewitt and will be announced once available.