Total Rewards And The Job Analysis Questionnaire - Dietrich School Of .
1 Total Rewards and the Job Analysis Questionnaire Michele Colvard June 13, 2017
What Is Total Rewards? What does the package encompass? 2
Why Now? The organizational case for Total Rewards at Pitt Last study of its kind conducted in 2000 Independent units are conducting their own “one-off analyses” Lack of data to substantiate the perception of staff and management that salaries are significantly lagging A study will: determine if pay structure needs adjustment provide insight and recommendations on policies & practices determine if job classification structure is efficiently designed establish roadmaps for career progression and development assess internal and external equity of salaries 3
4 Why Now? Changing demographics with diverse needs FT and PT Regular Staff Generational Analysis as of 12/01/2016 Traditionalist, 0.46% Greatist, 0.03% Generation Z, 0% Baby Boomer, 32.42% Millenial, 32.46% Generation X, 34.62% Traditionalist Greatist Baby Boomer Generation X Millenial Generation Z Greatest Generation 1927, Traditionalist 1928-1945, Baby Boomers 1946-1964, Gen X 1965-1980, Millennial 1981-1997 and Gen Z 1998
Project Overview The total rewards study will: 01 03 Establish Philosophy Establish a compensation philosophy to serve as a 02 Assess Base Pay Assess base pay based on market surveys of which compass for designing a comprehensive total rewards include local, regional, or national data, based on the system sourcing strategy of a given position Assess and Compare Value Package Total Rewards Assess and compare the value of total rewards, that is, 04 base pay, benefits, and perquisites. Thereafter, raise Package with the goal of shifting paradigms from base pay only to appreciation of the total rewards package awareness of the value of total rewards 05 Develop Career Pathways Develop job families, career ladders, and competency models to enhance career development for staff 06 Provide Data Provide leaders with robust data to make informed decisions about pay positioning 5
6 Total Rewards JAQ and Timeline June 5, 2017
Job Analysis Questionnaire Steps 10-12 weeks June 8, 2017: Initial announcement to staff members made to preview the Job Analysis Questionnaire. June 12, 2017: All Dietrich School and CGS staff members received an invitation to complete their Job Analysis Questionnaire via Qualtrics. Use your job description where possible. Estimated to take 30 minutes. June 23, 2017: Job Analysis Questionnaire closes for the Dietrich School and CGS. June 28 – July 13, 2017: Dietrich School and CGS staff review all JAQs. July 13 – 27, 2017: OHR staff review all JAQs. Additional areas of the University will roll out the JAQ in future months. 7
Job Analysis Questionnaire If you have difficulty completing the JAQ, please reach out to your Director, Division Administrator, or Departmental Administrative Officer (for research staff members in the Natural Sciences). If you have questions or concerns about the JAQ process, please contact me directly at colvard@pitt.edu, or you may contact the HR Total Rewards team at Total.Rewards@pitt.edu. If you have questions about the overall Total Rewards project, please contact the HR Total Rewards team at Total.Rewards@pitt.edu. 8
Resources: Total Rewards Web site 9
Resources: Total Rewards Web site 10
Questions? 11
compass for designing a comprehensive total rewards system Assess Base Pay Assess base pay based on market surveys of which include local, regional, or national data, based on the sourcing strategy of a given position Assess and Compare Value Assess and compare the value of total rewards, that is, base pay, benefits, and perquisites. Thereafter .
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May 02, 2018 · D. Program Evaluation ͟The organization has provided a description of the framework for how each program will be evaluated. The framework should include all the elements below: ͟The evaluation methods are cost-effective for the organization ͟Quantitative and qualitative data is being collected (at Basics tier, data collection must have begun)
̶The leading indicator of employee engagement is based on the quality of the relationship between employee and supervisor Empower your managers! ̶Help them understand the impact on the organization ̶Share important changes, plan options, tasks, and deadlines ̶Provide key messages and talking points ̶Prepare them to answer employee questions
Dr. Sunita Bharatwal** Dr. Pawan Garga*** Abstract Customer satisfaction is derived from thè functionalities and values, a product or Service can provide. The current study aims to segregate thè dimensions of ordine Service quality and gather insights on its impact on web shopping. The trends of purchases have
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Caterpillar: Confidential Green Caterpillar Confidential Green TOTAL REWARDS –MY REWARDS AT A GLANCE The people at Caterpillar make everything we do possible. Caterpillar's Total Rewards package is tailored to motivate and reward you for your work.
The Ultimate Guide to Employee Rewards & Recognition v1.0. Table of contents INTRODUCTION 3 EVOLVING ROLE OF HR 5 REWARDS VS RECOGNITION 8 BENEFITS OF REWARDS AND RECOGNITION 10 TECHNOLOGY IN REWARDS AND RECOGNITION 15 A CULTURE OF PEER TO PEER RECOGNITION 26 SELECTING A REWARDS AND RECOGNITION PLATFORM 30
