1.1 Conduct Market Analysis • Compare current staff salaries for each employee to relevant local, regional, and national labor markets. Relevant market levels used could vary by specific positions. CUPA data should only be used in absence of any other relevant market data. • Utilize direct survey methods and other industry-standard research techniques to evaluate the University's practices against various classification and compensation models used in comparable university systems. • Use industry data, relevant local and state benchmarks, while factoring in total compensation to evaluate the skilled trades positions. 1.2 Evaluate Internal Compensation Structure • Review job classifications, pay grades, and current compensation philosophy. • Identify areas of pay compression or misalignment on a per staff basis. • Make recommendations to pay band or classification assignments that may need modifications due to salary changes related to DOL and HB567 required adjustments. 1.3 Compliance Review • Assess impact of recent Department of Labor changes on salary exemption status. • Provide recommendations for compliance and best practices. 1.4 Stakeholder Engagement • Meet with Human Resources, department heads, and other relevant stakeholders. • Collect qualitative and quantitative input on compensation-related concerns.
