Está en la página 1de 26

1

Towson University


Phase I
Alignment: Designing an Internal Structure














Emily Wise, Tim Fenhagen, Donald Russell, & Carrie Lurz

MNGT 433 020

Compensation & Benefits

June 24, 2014

Professor Howard



2
Phase I: Table of Contents Page

Executive Summary 3

Strategy for Internal Alignment 4

Administrative 5
Compensable Factors 5
FastCat Jobs 6
Explanation of Compensable Factors 8

Customer Relations 9
Compensable Factors 9
FastCat Jobs 10
Explanation of Compensable Factors 11

Quality Assurance 13
Compensable Factors 13
FastCat Jobs 14
Explanation of Compensable Factors 15

Liaison Leadership 17
Compensable Factors 17
FastCat Jobs 18
Explanation of Compensable Factors 19

Engineering 20
Compensable Factors 20
FastCat Jobs 21
Explanation of Compensable Factors 22

Implementation Process 24

Appeals Process 26












3
Executive Summary

We recommend FastCat implement an adaptable internal structure to better help reach
FastCat goals and objectives. We designed a job-based plan based on five different job
categories. These categories include Administrative, Customer Relations, Quality Assurance,
Liaison Leadership, and Engineering. We divided the FastCat positions between these categories
based on the core competencies, common responsibilities, and similar requirements. We have
developed a specific job-based plan for each one of these categories in order to have a strong
internal structure for FastCat. With this internal structure and specific job-based plan, we predict
FastCat will go beyond reaching its potential target.




































4
Strategy for Internal Alignment

To begin, FastCat's software looks to be well accepted by all current clients. In order for
FastCat to grow they must look into the company internally and adjust their strategy to be more
aligned with the company goals. By analyzing the positions and operations we have been able to
come up with a strategy that will boost the company to the next stage of competitive advantage.

We started our analysis by taking a job based approach by reviewing, rating and scaling
each position. By achieving this we looked at each position carefully and scaled them based on
the compensable factors that FastCat shows to be most essential to their operations. From here
we were able to determine the benefits that each have to the company. The five main areas of
focus in the company that we have found essential to your operations are administrative,
customer relations, quality assurance, liaison leadership and engineering.

First, we want look at the company structure all together. Through surveys, we found
that there is a lack of trust in management style as well as a lack of transparency in the pay
structure. This could be a stem of the seemingly informal structure created which could allow
employees to easily bypass management leading to mistrust. Since we have already broken the
positions into different departments we will then want to create clear terminals of
communication between each department to eventually form a horizontal organization. This
formality will give more control and hopefully trust with employee/ manager trust.

By improving transparency in the pay structure to employees we believe it will be
necessary to sit each employee down and explain to them the breakdown of their compensation.
This should be an easy task after we have scaled each position and their compensable factors.
This should also help clarify actual position expectations and possible improvements that
employees could take into consideration.

It is clear that innovation plays an important role to your company in order to stay
competitive in your industry. By achieving this we are going to suggest a system of merit pay be
set in place. Semiannual reviews of each employee for merit pay should be established in order
to keep innovation evolving. The benefit of this strategy will not only help keep your company
competitive with rewarding ideas but it will also help spur a new life in your employee
engagement.

Once the suggested structure has become standard in the organization we can then focus
on growth of customer relations. Since most all customers have positive feedback for FastCat's
customer service we can start to spread the reach of the company. In order to cut costs, instead
of hiring sales reps, we believe the owners of the company should begin to travel to prospective
customers outside of the current reach. By this, we mean outside of geographical reach as well as
industry field such as dental practices. This approach will help FastCat expand and grow into the
next phase of the company's life cycle.




5
Administrative Compensable Factors

Education
This measures the level of schooling needed to perform the required duties.
Degree Description
1 High School diploma or equivalent
2 Associates Degree
3 Bachelors Degree
4 Masters

Teamwork
This measures the level of teamwork and leadership skills needed to perform the required duties.
Degree Description
1 Typically works individually with little to no
interaction in a team environment
2 Participates on team projects on a regular basis, with
occasional individual work
3 Actively works in a medium-large team setting,
sometimes acting as a leading role who plays a vital
role in completing the project successfully
4 Works with a large team on a daily basis, required to
take leader role in most, if not all, projects. May be
required to lead multiple projects at once.

Technical Experience
This measures the level of technical experience needed to perform the required duties.
Degree Description
1 Must have basic understanding of a computer and basic
computer programs
2 At least 6 months - 1 year of related work experience.
Must have basic understand of Microsoft Office
programs
3 At least 1-2 years of related work experience. Must be
skillful in Microsoft Office programs, including Excel
Spreadsheets, Word, and PowerPoint
4 At least 2-3 years of related work experience. Must be
skillful in Microsoft Office programs, Excel
Spreadsheets, Word, Access and PowerPoint.








6
Communications
This measures the level of communication skills needed to perform the required duties.
Degree Description
1 Basic communication skills, including phone
conversations and face-to-face interactions
2 Can communicate in multiple different settings,
including but not limited to phone conversations. face-
to-face interactions, e-mail, and letters.
3 Can communicate in multiple different settings,
including but not limited to phone conversations. face-
to-face interactions, e-mail, and letters. Required to
write articulate, persuasive, and influential reports,
proposals, letters.
4 Can communicate in multiple different settings,
including but not limited to phone conversations. face-
to-face interactions, e-mail, presentations, and letters.
Required to write articulate, persuasive, and influential
reports, proposals, letters. Make articulate, persuasive,
and influential oral presentations and develop graphic,
spreadsheet, and financial analysis to support position
taken.

FastCat Administrative Jobs

Administrative Aide
Compensable Factor Degree x Weight = Total
Education 1 14% 14
Teamwork 2 25% 50
Technical Experience 2 28% 56
Communication 2 33% 66
186

Administrative Assistant II
Compensable Factor Degree x Weight = Total
Education 1 14% 14
Teamwork 2 25% 50
Technical Experience 3 28% 84
Communication 1 33% 33
181





7
Administrative Leader
Compensable Factor Degree x Weight = Total
Education 2 14% 28
Teamwork 3 25% 75
Technical Experience 1 28% 28
Communication 4 33% 132
263

Project Support Assistant
Compensable Factor Degree x Weight = Total
Education 1 14% 14
Teamwork 2 25% 50
Technical Experience 4 28% 112
Communication 2 33% 66
242

Training Assistant
Compensable Factor Degree x Weight = Total
Education 3 14% 42
Teamwork 2 25% 50
Technical Experience 3 28% 84
Communication 3 33% 99
275

Travel Coordinator
Compensable Factor Degree x Weight = Total
Education 1 14% 14
Teamwork 2 25% 50
Technical Experience 3 28% 84
Communication 2 33% 66
214

Compensable
Factors
1
st

Degree
2
nd

Degree
3
rd

Degree
4
th

Degree

Total

Weight
Education 15 20 25 30 90 14%
Teamwork 25 35 45 55 160 25%
Technical Experience 30 40 50 60 180 28%
Communication 30 45 60 75 210 33%
640 100%



8
Explanation for Administrative Compensable Factors

For the six jobs under the administrative category, Administrative Aide, Administrative
Assistant II, Administrative Leader, Project Support Assistant, Training Assistant, and Travel
Coordinator, we chose four compensable factors. These factors that best fit all the administrative
positions include; education, teamwork, technical experience, and communication. These factors
will help us effectively determine the necessary pay rate for each position in this category.

There are a variety of different requirements regarding education for these six positions,
which is one reason we determined education as a compensable factor. From a high school
diploma to a Bachelors degree, the education level widely spread. However, since education is
not extremely important for an administrative position, we rated it as the least important
compensable factor at a weight of 14%.

The next compensable factor we determined fit best for the administrative position is
teamwork. Teamwork covers a variety of different responsibilities including working well with
other coworkers, and being able to successfully lead a group to reach a specific objective or goal.
Since administrative positions spend minimal time working in large teams, we rated this factor at
the second lowest weight, 28%. However, there are a few administrative positions that do require
leading a group as well as working successfully with a team. For example, the Administrative
Leader needs to have the ability to recognize the need for and then initiate and lead process
improvements, as well as lead meetings with administrative team to generate ideas.

Technical experience describes the experience in an administrative position as well as
experience with computer programs, such as Microsoft Office. Working on computers,
especially on Microsoft Office programs such as Word, PowerPoint, and others, play an essential
part in many, if not all, administrative positions. Since a large amount of technical experience is
required in these positions, we weighted this position higher than teamwork at a weight of 28%.

The last compensable factor for the administrative positions is communication.
Communication involves the majority of administrative duties in FastCat. Five out of the six
positions require strong communication and interpersonal skills, which is why we rate this factor
the highest at a weight of 33%. Communication covers not only verbal skills, but written skills as
well.












9
Customer Relations Compensable Factors

Education
This measures the level of schooling needed to perform the required duties.
Degree Description
1 High School diploma or equivalent
2 Bachelors degree
3 Masters Degree
4 PhD

Experience
This measures the level of experience needed to perform the required duties.
Degree Description
1 No experience necessary, entry level position
2 1 to 2 years of related work experience
3 3 to 5 years of related work experience
4 6 to 10 years of related work experience

Communication
This measures the level of communication skills needed to perform the required duties.
Degree Description
1 Read, write, and speak in proper English.
2 Ability to fully understand problems and/or requests,
ability to speak effectively to various groups of
individuals.
3 Excellent written and oral skills, builds and maintains
relationships with employees and customers,
approachable.
4 Shows senior executive skills, negotiation skills,
provides support within the team, provides training if
needed, promotes teamwork.

Innovation
This measures the level of innovative skills needed to perform the required duties.
Degree Description
1 Open to new ideas
2 Participates in the creation of new ideas
3 Contributes to the development and implementation of
new ideas and procedures approachable.
4 Ability to develop and implement new ideas,
procedures, and policies




10
Teamwork
This measures the level of teamwork & leadership skills needed to perform the required duties.
Degree Description
1 Work mostly independently, ability to make decisions
with little or no direction
2 Ability to work in teams, open to new ideas
3 Ability to assist in leading the team
4 Ability to lead a team with challenging tasks, ability to
delegate work to others

FastCat Customer Relations Jobs

Client Account Leader
Compensable Factor Degree x Weight = Total
Education 2 20% 30
Experience 3 30% 60
Communication 4 20% 50
Innovation 4 15% 60
Teamwork 4 15% 60
260

Green Guru
Compensable Factor Degree x Weight = Total
Education 1 20% 20
Experience 2 30% 40
Communication 2 20% 30
Innovation 3 15% 45
Teamwork 2 15% 30
165

Marketing Services Representative
Compensable Factor Degree x Weight = Total
Education 2 20% 30
Experience 3 30% 60
Communication 3 20% 40
Innovation 1 15% 15
Teamwork 2 15% 30
175





11
Marketing Support
Compensable Factor Degree x Weight = Total
Education 2 20% 30
Experience 2 30% 40
Communication 2 20% 30
Innovation 2 15% 30
Teamwork 3 15% 45
175

Visionary Champion
Compensable Factor Degree x Weight = Total
Education 3 20% 40
Experience 4 30% 80
Communication 3 20% 40
Innovation 4 15% 60
Teamwork 4 15% 60
280

Compensable
Factors
1
st

Degree
2
nd

Degree
3
rd

Degree
4
th

Degree

Total

Weight
Education 20 30 40 50 140 20%
Experience 20 40 60 80 200 30%
Communication 20 30 40 50 140 20%
Innovation 15 30 45 60 150 15%
Teamwork 15 30 45 60 150 15%
780 100%

Explanation for Customer Relations Compensable Factors

For all the jobs that fall under customer relations, we determined five compensable
factors which we felt were most appropriate. The compensable factors are education,
experience, communication, innovation, and teamwork. These factors allow us to differentiate
between the four customer relations jobs in order to provide the adequate pay rates.

The first compensable factor is education, depending on the specific job position a certain
level of education is required. For every position, except Green Guru, a bachelors degree is
required. It is important for the employee to have at least a basic understanding of business
functions in order to correctly complete the tasks required.
The second compensable factor is experience. For our customer relations positions, experience
is highly important. They will be working directly with our clients to ensure their satisfaction
with our products and services. Our employees need to have a background in sales and customer
satisfaction, as well as an understanding of our products, procedures, and policies. For that
reasons, experience is our highest rated factor for customer relations, at 30%.

12
Communication is another important skill for customer relations positions. Since the
employee will be dealing with clients and their issues, they must be able to effectively
communication with our clients and other employees. Different positions in our company
require different levels of communication skills. Our client account leader position has the
highest rating over all the positions. In this position, the employee must be able to lead the team
to achieve its goals and ensure all the activities in the customer relations department is running
smoothly.

Innovation is another compensable factor. In order for FastCat to grow and offer new
products and ideas for our customers, our employees must be creative. Employees should
always be thinking of ways to increase our sales and develop new marketing ideas for potential
clients. If a client is not satisfied with a product or service, our employee must be able to think
creatively about the issue and create a desired outcome.

Finally, teamwork is the next compensable factor. Teamwork is essential to our customer
relations positions. The employees have to possess the ability to work well with other, employees
and/or clients, in order to achieve our goals.





























13
Quality Assurance Compensable Factors

Education
This measures the level of schooling needed to perform the required duties.
Degree Description
1 High School diploma or equivalent
2 Associates Degree
3 Bachelors Degree
4 Masters

Testing Experience
This measures the level of testing experience needed to perform the required duties.
Degree Description
1 0-3 years
2 3-5 years
3 5-10 years
4 10 or more years

Quality Testing Related Skills
This measures the level quality testing related skills needed to perform the required duties.
Degree Description
1 Able to test product and accurately document/save
results.
2 Able to test product, understand results, and accurately
document/save/find results.
3 Level 2, as well as create and revise testing procedures,
and work with engineers to create testing strategies as
necessary.
4 Expert in testing and managing results, expert level
creation of procedures/strategies for testing, trains other
employees in testing procedures.















14
Communication
This measures the level of communication skills needed to perform the required duties.
Degree Description
1 Read, write, and speak in proper English
2 Communicate technical topics with various
departments in the organization
3 Able to articulate your skills in order to coach,
question, provide input, and improve upon other
departments and possibly their work or methods.
(Written and verbal format)
4 Level 3 at an expert level, while also being capable of
communicating complex issues in an understandable
way to other departments. Must have communication
skills capable of explaining and teaching various parts
of a technical position .

QA Related Computer & Software Skills
This measures the level of computer & software skills needed to perform the required duties.
Degree Description
1 Basic understanding of Windows operating systems
and standard Microsoft software such as Microsoft
Office
2 Some experience with few testing software, databases,
and coding software
3 Familiar with many types of testing software,
databases, and coding software
4 Expert level familiarity with all necessary testing
software, databases, and coding software.

FastCat Quality Assurance Jobs

Quality Assurance Analyst
Compensable Factor Degree x Weight = Total
Education 2 10% 20
Testing Experience 1 20% 20
Communication 2 15% 30
Quality Test Skills 2 25% 50
QA Comp & SW Skills 2 30% 60
180






15
Quality Assurance Analyst A
Compensable Factor Degree x Weight = Total
Education 2 10% 20
Testing Experience 2 20% 40
Communication 3 15% 45
Quality Test Skills 3 25% 75
QA Comp & SW Skills 3 30% 90
270

Senior Quality Assurance Technician
Compensable Factor Degree x Weight = Total
Education 2 10% 20
Testing Experience 3 20% 60
Communication 4 15% 60
Quality Test Skills 4 25% 100
QA Comp & SW Skills 4 30% 120
360


Compensable Factors
1
st

Degree
2
nd

Degree
3
rd

Degree
4
th

Degree

Total

Weight
Education 10 20 30 40 100 20%
Testing Experience 20 40 60 80 200 30%
Communication 25 50 75 100 250 20%
Quality Test Skills 15 30 45 60 150 15%
QA Comp & SW Skills 30 60 90 120 300 15%
1,000 100%


Explanation for Quality Assurance Compensable Factors

For the three jobs that fall under quality assurance related positions, we determined the
five compensable factors we felt were most appropriate. The compensable factors that apply to
all of the positions are education, testing experience, quality testing related skills,
communication skills, and quality assurance related computer and software skills.

Depending on the position in question, a certain level of education is required. In this
category of jobs, all three positions require an associates degree at a minimum; however, this
requirement is necessary to ensure the person in the position is capable of completing the work.
While currently all QA positions have the same level of required education, at some point a
higher or lower level QA position may be created requiring a different level of education. This
compensable factor will still be relevant for these positions if created.

Our next compensable factor is testing experience. Depending on the QA position in
question, each requires a different amount of experience in testing. This difference in
16
requirement is both important to all of the positions, but also allows the jobs to be differentiated
based on how much experience is needed. For these reasons we felt it necessary to include as a
compensable factor.

Next we felt that quality testing related skills was a necessary compensable factor. While
there is a very large quantity of potential skills in this category, based on the job descriptions for
the positions, there were identifiable differences between specific skills needed for each position.
The levels for this factor built on each other from simply being able to conduct the necessary
testing, to being an expert in the skills as well as being able to train others in the skills. By being
necessary for all the positions while being identifiable in the level of skills needed for the job,
this factor is appropriate for this group of jobs.

Like many groups of jobs in our organization, we felt Communication Skills are a
necessary compensable factor. Appropriate communication is crucial for success in a quality
assurance related position, but the level and type of communication skills differ based on what
type and the level of the job. Since the communication skills required for the jobs are different,
we were able to easily give them a degree level based on the type and quantity of communication
skills required. For its importance, necessity, and ability to be broken into levels, this
compensable factor was included.

Our final chosen compensable factor was Quality Assurance Related Computer and
Software Skills. We felt this was not only a necessary factor, but at a 30% weight, we felt this
was the most important compensable factor. While all of them are important, this factor is what
will determine not only if you will get a QA job, but these computer and software skills are what
will keep you employed as well. This is the only compensable factor in this job group that
requires the employee to have, and continue to learn, new skills. The employee must actively
learn more and more skills and software if they are to advance in this job group. The other
factors come with time and working, while this factor requires actual drive and effort. For that
reason it is included in our compensable factors.

















17
Liaison Leadership Compensable Factors

Education
This measures the level of schooling needed to perform the required duties.
Degree Description
1 High School diploma or equivalent
2 Bachelors Degree
3 Masters Degree
4 PHD

Experience
This measures the level of experience needed to perform the required duties.
Degree Description
1 Single type of experience of 1 to 2 years
2 Multiple types of experience of 1 to 2 years
3 Single type of experience of 3 or more years
4 Multiple types of experience of 3 or more years

Communication Skills
This measures the level of communication skills needed to perform the required duties.
Degree Description
1 Read, write, and speak in proper English
2 Gather information from people and relay that info
accurately to others
3 Do level 2 well, but with both general and technical
topics
4 Do level 3 well, but also understand the material to be
able to ask and answer questions for better information
as well as communication

Problem Solving Skills
This measures the level of problem solving skills needed to perform the required duties.
Degree Description
1 Solve simple problems with large amounts of help
2 Solve simple and complex problems with large amount
of help
3 Solve simple and complex problems with minimal to
no outside help
4 Provide expert level skills in solving problems both
internal and external to the organization





18
Conflict Resolution Skills
This measures the level of conflict resolution skills needed to perform the required duties.
Degree Description
1 Resolve simple conflicts between few individuals
2 Resolve complex conflicts between few individuals
3 Resolve multiple simple and complex issues between
individuals or between groups
4 Perform level 3 well, but also at an organizational level
with great results

FastCat Liaison Leadership Jobs

Implementation Consultant
Compensable Factor Degree x Weight = Total
Education 2 15% 30
Experience 3 30% 90
Communication 3 20% 60
Problem Solving 3 20% 60
Conflict Resolution 1 15% 15
255

Project Leader
Compensable Factor Degree x Weight = Total
Education 2 15% 30
Experience 4 30% 120
Communication 4 20% 80
Problem Solving 3 20% 60
Conflict Resolution 3 15% 45
335

Senior Fellow
Compensable Factor Degree x Weight = Total
Education 3 15% 45
Experience 4 30% 120
Communication 4 20% 80
Problem Solving 4 20% 80
Conflict Resolution 4 15% 60
385





19

Compensable Factors
1
st

Degree
2
nd

Degree
3
rd

Degree
4
th

Degree

Total

Weight
Education 15 30 45 60 150 20%
Experience 30 60 90 120 300 30%
Communication 20 40 60 80 200 20%
Problem Solving 20 40 60 80 200 15%
Conflict Resolution 15 30 45 60 150 15%
1,000 100%

Explanation of Liaison Leadership Compensable Factors

For the three positions that fall under Liaison Leadership related positions, we
determined the five compensable factors we felt were most appropriate. The compensable
factors that apply to all of the positions are education, experience, communication skills, problem
solving skills, and conflict resolution skills.

Depending on the position in question, a certain level of education is required. In this
category of jobs, the required education ranges from a bachelors degree to a masters degree.
These different levels of education are necessary for different jobs and it is a good compensable
factor for employees in this high-level position group.

Our next compensable factor for this job group is Experience. Since all the positions in
this group are considered a leadership position, experience is a crucial compensable factor. For
that reason, this is our highest weighted factor for this job group at 30%. The reason we chose
experience over specific types of experience is due to the variety of positions in this job group.
Length and quantity of experience covers all the jobs, while not being too specific to be relevant.

Like many groups of jobs in our organization, we felt Communication Skills are a
necessary compensable factor. Appropriate communication is crucial for success in any
leadership position, but the level and type of communication skills differ based on what type and
the level of the job. Since the communication skills required for the jobs are different, we were
able to easily give them a degree level based on the type and quantity of communication skills
required. For its importance, necessity, and ability to be broken into levels, this compensable
factor was included.

Solving problems is a major component of many high-level leadership positions. For this
reason we included problem solving as a compensable factor for this group of jobs. Regardless
of which position we look at, there will be a necessity to solve certain types of problems with a
certain quantity and quality of resources. With this in mind we were able to break up this factor
into appropriate degrees, making it a great compensable factor.

Our final compensable factor for Liaison Leadership jobs is conflict resolution. Much
like problem solving, at higher-level positions, a great deal of time and effort is put into
resolving conflicts of varying size and severity. This level of differentiation between types of
conflict resolution made it a great compensable factor, especially since all of the position
required some level of conflict resolution is the job description.
20

Engineering Compensable Factors

Education
This measures the level of schooling needed to perform the required duties.
Degree Description
1 High School diploma or equivalent
2 Bachelors degree in computer science or related field.
3 Masters Degree in computer science or related field.
4 Doctorate Degree in computer science or related field.

Technical Skills
This measures the level of computer skills needed to perform the required duties.
Degree Description
1 Basic user knowledge of common computer programs;
Word, Excel, Access. Able to perform simple math.
2 Higher understanding of common computer programs
with additional understanding of engineering programs.
3 Efficient programming skills.
4 Able to demonstrate high level of programming skills.

Communication
This measures the level of communication skills needed to perform the required duties.
Degree Description
1 Ability to create and respond to emails.
2 Ability to articulate clearly to clients and coworkers
3 Ability to articulate technical knowledge to clients and
coworkers.
4 Ability to articulate clearly for high level clients.

Working Conditions
This measures the conditions that would be asked of an employee to perform the required duties.
Degree Description
1 Able to sit for long periods of time. Available to work
night and weekends.
2 Easily adaptable to change
3 Ability to work with teams.
4 Ability to travel and visit prospective and current
clients.






21

FastCat Engineering Jobs

Graphics Designer
Compensable Factor Degree x Weight = Total
Education 2 28% 56
Technical Skill 3 40% 120
Communication 3 22% 66
Working Conditions 2 10% 20
262

Software Developer
Compensable Factor Degree x Weight = Total
Education 2 28% 56
Technical Skill 4 40% 160
Communication 3 22% 66
Working Conditions 3 10% 30
312

Software Solutions Consultant
Compensable Factor Degree x Weight = Total
Education 2 28% 56
Technical Skill 3 40% 120
Communication 4 22% 88
Working Conditions 4 10% 40
304

Software User Interface Architect
Compensable Factor Degree x Weight = Total
Education 3 28% 84
Technical Skill 3 40% 120
Communication 4 22% 88
Working Conditions 4 10% 40
332

Technician
Compensable Factor Degree x Weight = Total
Education 1 28% 28
Technical Skill 2 40% 80
Communication 3 22% 66
Working Conditions 2 10% 20
194
22

Usability Engineer
Compensable Factor Degree x Weight = Total
Education 2 28% 56
Technical Skill 3 40% 120
Communication 3 22% 66
Working Conditions 3 10% 30
272

User Interface Designer
Compensable Factor Degree x Weight = Total
Education 2 28% 56
Technical Skill 4 40% 120
Communication 3 22% 66
Working Conditions 3 10% 30
312

Compensable
Factors
1
st

Degree
2
nd

Degree
3
rd

Degree
4
th

Degree

Total

Weight
Education 30 40 50 60 180 28%
Technical Skill 50 60 70 80 260 40%
Communication 20 30 40 50 140 22%
Working Conditions 10 15 20 25 70 10%
650 100%

Explanation for Engineering Compensable Factors

We were able to break the compensable factors for the engineering department into four
different categories being education, technical skills, communication and working conditions.

Education is the second highest compensable factor at 28% because it shows to be the
backbone to the knowledge of technical experience needed for engineering. Whereas some
positions only need a high school diploma, most need at least a bachelor degree in a specialty
field in order to successfully complete the job requirements.

The highest rated compensable factor is the technical skill at 40%. We found this to be
the highest rated factor because the technical skill needed for the engineering department is
absolutely necessary to the company's success in their software and maintenance.

The third most important factor is the communication. We believe the communication is
important to the engineering department in order to transmit costumer expectations. However
not every position will be required to communicate directly with the costumers which is why the
factor is only 22% compensable.
23
Our final factor for engineering is the working conditions at 10%. Since we need a
mutual agreement in working conditions such as working hours, we believe this to be
compensable but not of the highest importance to the company's success.











































24
Implementation Process

Administrative Customer
Relations
Quality
Assurance
Liaison
Leadership
Engineering
Administrative
Aide
186
Client Account
Leader
260
Quality
Assurance
Analyst
180
Implementation
Consultant
255
Graphics
Designer
262
Administrative
Assistant II
181
Green Guru
165
Quality
Assurance
Analyst A
270
Project Leader
335
Software
Developer
312
Administrative
Leader
263
Marketing
Services
Representative
175
Senior Quality
Assurance
Technician
360
Senior Fellow
385
Software
Solutions
Consultant
304
Project Support
Assistant
242
Marketing
Support
175
Software User
Interface
Architect
332
Training Assistant
275
Visionary
Champion
280
Technician
194
Travel Assistant
214
Usability
Engineer
272
User Interface
Designer
312


The above chat shows all positions at FastCat. We started with five job categories,
Administrative, Customer Relations, Engineering, Quality Assurance and Liaison. Then, we
placed each job at FastCat under the corresponding job category. We developed compensable
factors and weights for every job category and applied them to every available position. Doing
this allowed us to rank the jobs. Using a company chart like this is very flexible and will allow
us to easily update our system. If we create new job positions this system will show us easily
where the new job will fall.

We recommend conducting a companywide meeting to discuss and review the new
compensation system we are implementing. In this meeting we will explain our plans design,
how we will be scoring jobs, and a copy of FastCats new organization chart will be distributed.
We will review the scoring technique that will be used. We will also explain why we think this
strategy is beneficial to the whole company.

25
This information will be given out to all new hires at FastCat on their first day. They can
review the manual and policies and if needed, ask any questions about the system to our Human
Resources Department.

Since FastCat is constantly changing, we recommend reviewing the plan every two years.
Reviewing the plan will allow us to make any necessary revisions, such as, pay rates, additional
positions needed, the removal of positions, or the restructuring of jobs within the different
categories. We believe reviewing our pay rates for all employees will have a positive impact on
the companys morale.





































26

Appeals Process

NOTE: This appeals process is to be used by any employee who feels there is reason to appeal
how a decision was made, or the result of a decision, regarding their compensation for
employment.

Step 1: If an employee wishes to appeal a compensation decision, their first point of contact will
be their immediate manager or supervisor. The employee should send an email request to meet
and discuss the issue. The employee should also include the following information in their
meeting request: time or duration of issue, specific information about the issue, why the
employee feels the way they do, and when they would like to discuss the issue. It is then the
responsibility of the manager or supervisor to respond to this request within 2 working days.

Step 2: After reading the employees emailed meeting request, it is the manager or supervisors
responsibility to use FastCats compensation manual to find the answers or justifications for the
employee issue.

Step 3: At the time of the meeting with the employee, the manager or supervisor should describe
the employees issue to them in order to ensure that they understand what issue is. If they indeed
understand the issue then they will present their answer or justification to the employee that was
located in step 2. If this satisfies the employee, have them fill out and sign an issue resolution
form and put it into the employees file. If the employee is not satisfied, you must instruct them
to send an email request to meet with FastCats compensation specialist.

Step 4: At this point the employee and the compensation specialist will meet as many times as
necessary to ensure that the employee is satisfied and gets the answers or justification they were
seeking. If this level of resolution cannot be reached in an acceptable amount of time, the
employee will be encouraged to seek outside legal services in order to try and remedy a situation.

También podría gustarte