Task Force

Charge

Provide strategic direction and development of a classification and compensation system for classified and non-faculty exempt employees.

Goals

The classification and compensation system and practices will be designed to:

• align with the goals, strategy, and best practices of the University of Idaho
• support the University’s ability to recruit and retain diverse, world class staff
• ensure fair and consistent practices
• ensure compliance with federal and state laws
• research and benchmark market values and provide access to salary competitiveness
• develop an efficient and effective system
• be cost effective and fiscally responsible

Objectives

• Develop a classification and compensation structure that is fair, consistent, compliant, and manageable.
• Develop a comprehensive compensation structure that is internally equitable, externally competitive, fiscally sound, motivational to employees, flexible to market changes, and manageable.
• Ensure relevant policies are up to date and reflective of the current processes.
• Provide a smooth and transparent implementation plan that maintains a communication link between the Task Force and the constituents of the University.

Process Overview

With the assistance of a qualified consultant(s) and constituents, the Task Force will review and develop:

• Classification methodology and structure
• Compensation philosophy, methodology, and structure
• Relevant policy and procedure changes
• Implementation and communication plan

Classification Methodology and Structure

• Analyze the current classification system to determine its strengths and weaknesses.
• Select an appropriate methodology and structure.
• Apply  the selected methodology to the University’s position classifications.
• Work with Human Resources to communicate and implement necessary changes in current job classes utilizing the selected methodology.

Compensation Philosophy and Structure

• Analyze current compensation structure to determine its strengths and weaknesses.
• Develop compensation philosophy and structure.
• Determine appropriate labor market comparison(s).
• Determine mechanism for data collection, compilation, and analysis of market.
• Work with Human Resources to communicate and implement any changes in salary in current positions according to selected methodology and structure.

Relevant Policy and Procedure Changes

• Analyze the current relevant policies and procedures and determine which are out of compliance with new classification and compensation plan.
• Review and edit affected policies and procedures to ensure they are consistent with new classification and compensation plan.
• Assist in the University’s review and approval process for policy adoption.
• Work with Human Resources to communicate and implement policy and procedure changes.

Implementation and Communication Plan

• Creation of implementation and communication strategy and plans of action
• Determine implementation costs for the new system(s), if any.
• Provide milestones and routine task force status reports.

Consulting Services

Sibson Consulting

Task Force Coordinator

Greg Walters, Human Resources

Task Force Members

John Foltz, College of Agricultural and Life Sciences
Robert Smith, Idaho Falls Research Center (Off-Campus Representative)
Kimi Lucas, Budget Office
Hoey Graham, Office of General Counsel
Lodi Price, Research Office
Charity Buchert, College of Agricultural and Life Sciences
Ana Burton, Chair of Staff Affairs

Leadership Review Group

Keith Ickes, Budget Office
Carmen Suarez, Office of Human Rights, Access, and Inclusion
Brenda Helbling, Office of Provost and Executive Vice President
Polly Knutson, Office of Sponsored Programs
Archie George, Institutional Research

Task Force Documents

Reclassification / Promotion Exceptions Process
Classification/Compensation Task Force Creation Memo