Skip to content

CCM-3-17-2016

3/17/16 

In attendance:  Jim Kittelsrud, Stacee McIff, Michelle Brown, Craig Mathie, Ted Olsen, Susan Larsen, Merrill Worthington, Michelle Olsen

Michelle explained the new “chart”: 

  • Light blue = Full-time but not updated
  • Dark blue = positions do not exist or are combined with another position
  • Light orange = updated
  • Dark orange = new as of this week


Compensation file:  Job Descriptions, 2016

Conversations about frustrations/concerns/confusion regarding Payscale:

All job descriptions are not in; therefore, we cannot produce data
How do we get to where we need to go?
Craig:  Isn’t this what we are paying Payscale to do?
This group is very confused and frustrated about how to enter the required information to produce the data, and match job descriptions to CUPA, Payscale, etc.
Ted felt that the faculty data in Payscale is very unacceptable/useless.

Nothing has been done on the faculty data yet.  There are basically five descriptions:

  • Professor
  • Associate Professor
  • Assistant Professor
  • Instructor
  • Director

Dr. Hood’s office will identify where each faculty member should be.


Susan would like a step-by-step guide, beginning at step one to where we need to be now.


Stacee wondered what our goal is?

  • The lowest 10% are those likely to receive an increase in pay.
  • 10% = 1st
  • 25% = 2nd
  • Compression = 3rd
  • 40% = 4th
  • Approximately 31 employees will get a raise.


We are no closer to knowing who will be in the 10% group.


What do we do now?  Do we start over or move on to the faculty?
We do know that all the new job descriptions need to be entered.
This group needs to input compensable factors.

Policy committee is at a standstill too:  They need data!

Jake:  The legislature is over for this year!!

USHE:  2% compensation - merit based

President Carlston has indicated this will be a 2% across-the-board raise except for anyone on probation or any employee with a disciplinary issue

Policy subcomittee:  There is a new hire evaluation form based on point system (including years served, degree, experience, etc).

Advancement and Tenure uses a point system (internally).

Staff employees could also have some type of a point system.  Staff does have a list of compensable factors.

Policy subcommittee will come up with a “new hire evaluation” based on market range for specific positions and then decide within that range, where do positions fit.


Michelle Olsen will not be here next week.  The data subcommittee will try to meet together with Jim and hope that some of his expertise regarding Payscale might rub off on them!