Updates to the State Legislature
October 16, 2017
Overview of West Virginia Higher Education Compensation Management Program -- REPORT LINK
February 4, 2016
Higher Education Classified Employee Compensation Market Study Preliminary Findings -- REPORT LINK
November 2, 2017
The Compensation Management Program documents have been posted to the wvhigheredhr web page. The West Virginia Higher Education Compensation Management Program comprises:
October 26, 2017
The Division of Human Resources sponsored Job Classification and Salary Administration Training for Chief Human Resources Officers (CHROs) and members of the Job Classification Committee (JCC) during the Annual Fall CHRO meeting at Stonewall Resort and Conference Center, Roanoke, WV. The new program provides a market-based approach to job classification and compensation management. Salary Administration Guidelines assist human resources officers and institutional administrators in making pay decisions. Job classification guidelines assist classification specialists with determining the appropriate classification. The program provides institutions greater flexibility to recruit the best talent and pay for performance. Schools will be more readily able to promote a high caliber of work and improve employee morale and satisfaction, while controlling compensation costs. The new market-based pay structure is a positive advancement for employee compensation that replaces the antiquated, years-of-service step pay structure and point-factor job classification system that was unable to adapt to the market value of jobs.
September 1, 2017
On August 11, 2017, the West Virginia Higher Education Policy Commission approved implementation of the West Virginia Higher Education Compensation Management Program. The West Virginia Council for Community and Technical College Education approved the program on August 17, 2017. Both the Commission and Council approved an implementation date of September 1, 2017.
The program includes implementation of a new market-based salary schedule. Upon implementation of the new compensation management program, institutions are encouraged to provide funding to bring all classified employee salaries to at least the minimum in the pay grade assigned by the end of the 2018 fiscal year. Institutions unable to fund the minimum salaries by the end of the fiscal year must present an implementation plan to the Commission or Council for approval and report on progress in October each year, until the minimum salary levels are met. The new market-based Compensation Management Program provides flexibility to enable institutions to pay competitive salaries that attract and retain highly qualified staff at all levels of experience. Details of the program can be found here.
July 19, 2017
Chief Human Resources Officers and support staff attended a full day of training on the state’s new job information software, JDXpert. The training focused on advanced workflow for maintaining job descriptions at the institution. JDXpert by HRTMS is web-based job information and description management software provided as a shared service for institutions of the West Virginia Higher Education Policy Commission and the Community and Technical College Council. JDXpert helps West Virginia higher education institutions construct, manage and store job information. With this software, human resources officers will better manage and maintain reliable job information, which will help support an effective classification and compensation system.
May 16, 2016
The compensation study for West Virginia Higher Education classified employees continues to progress. As we have shared, our ultimate goal throughout the life of this study is to be completely transparent, providing you with new information and updates as soon as they are made available.
We have recently refreshed a list of basic questions for your reference on our HR FACTS website. We have also posted a new list of FAQs that we have received over the past few weeks.
Please be sure to visit www.wvhigheredhr.org to see these updates (under "Tools & Resources"). As always, we will continue to provide you with more information via this eNewsletter, which will be archived on the website post-distribution.
March 16, 2016
West Virginia higher education chief human resources officers participated in a JDXpert job information software webinar. The webinar provided training on adding and editing job descriptions.
JDXpert by HRTMS is web-based job information and description management software provided as a shared service for institutions of the West Virginia Higher Education Policy Commission and the Community and Technical College Council. JDXpert helps West Virginia higher education institutions construct, manage and store job information. With this software, human resources officers will better manage and maintain reliable job information, which will help support an effective classification and compensation system.
February 4, 2016
As you know, the State Legislature in 2015 passed Senate Bill 439, which requires us to create and maintain a new job classification system with pay ranges that are tied to the job market.
This new law has provided us an opportunity to update our current pay structure and job classification system for classified employees with new market information and methodology. The Legislature has asked us today to provide a preliminary update on the status of the classified employee salary market study, which was required with the new law. Let us emphasize that while the initial portion of the market study is complete, the results are still preliminary.
We will provide that brief update to the Legislative Oversight Commission on Education Accountability today, Thursday, February 4 at 5 p.m. Technology willing, you may visit http://www.legis.state.wv.us/live.cfm and choose the Senate Finance (451M) “LISTEN LIVE” link to listen to a live stream of this meeting.
As the market study and the implementation of Senate Bill 439 continue, we will continue to work with the human resources staff at all of our colleges and universities to review the study recommendations and make decisions regarding our classification and compensation process.
As additional information and updates become available, we will post those on the HR FACTS website at www.WVHigherEdHR.org. We will also continue to provide you with updates via our electronic newsletter, which will be archived on that website, as well.
We appreciate your interest and look forward to sharing more information soon.
November 17, 2015
This is the first in a series of communications regarding the compensation study for West Virginia higher education classified employees. Given the personal importance of jobs and pay, we want to ensure that all stakeholders are provided consistent and clear information so you can understand the study and process.
Over the next few months, we will share information through different communication channels on progress, expectations, learnings and timing around the study. Our intent is to be thorough and transparent in our approach. You can expect to see:
- These updates will include information on the compensation study for classified employees, next steps and timing.
- A new website is scheduled to go live in the coming weeks and will serve as the primary vehicle of communication throughout the life of this project. All updates will be archived on the site, along with background information about the study.
- The website will eventually house the final results, serving as the central hub for tools and resources that can be accessed by all stakeholders.
Your support is critical to the success of this project. It is important that we all understand the study and once the new classification system is put into place, what the new information means, how it impacts the roles and pay of employees. The new system will provide flexibility by improving an institution’s ability to attract and retain the most qualified employees, as well as enabling you to make the best use of limited compensation dollars. http://www.wvhepc.edu/wp-content/uploads/2016/02/Final-LOCEA-Presentation-Feb-2016.pdf
Mercer, a global human capital consulting firm, is evaluating our current classification system and reviewing pay structures relative to the market. Mercer is working with us to develop recommendations based on best practices and internal collaboration in order to address current conditions as mandated by the State Legislature.