2008-09 Comp Study, Grades 9-13

Compensation Review: 2008-2009

Effective July 1, 2007, Full Time Staff positions at Yavapai College were placed on a schedule for classification and salary market review every three years.

This year, (fiscal 2008-09) the college will be reviewing the second set of staff positions.  The original schedule called for review of positions which fell into salary grades 9 through 11, however, this has been extended to grades 9 through 13.

The review process will be as follows:

1. Each employee will have the opportunity to complete a Job Analysis Update Form for Fiscal Year 2008-2009, on which they can describe how their job has changed since the last comp study in 2005 (or other most recent review). If your job has not changed you do not need to do any paperwork, your position will be included in the market analysis according to your last job review.

2. Employees will meet with their immediate supervisor to review the completed form.

3. The supervisor will comment and sign the form accordingly and forward to Human Resources no later than Friday, October 31, 2008.

4. All positions in the grade grouping will be reviewed.  This review will include a look at existing job descriptions, and updates and changes documented on any Job Analysis Update Forms.

5. Human Resources will gather market data from the published markets (see Job Reviews, "Comparison Markets," approximately halfway down the page).

6. Results of the compensation review will be communicated directly to your supervisor by February 15, 2009.

7. Any changes or adjustment in grade and or salary as a result of the study will be effective with the beginning of the next fiscal year, July 1, 2009.

The Job Analysis Update Form for Fiscal Year 2008-2009 can be found at the following link:

Job Analysis Update Form

Following are the titles, grades and counts of positions affected for this year's compensation review:

As a reminder, to be considered for reclassification review any position must be in the scheduled group of positions to be reviewed. To be considered for reclassification resulting in a change in grade/salary range, job family or compensation level, at least one of the following must be true:

• The market for the type and scope of work must have changed greater than 10%
• There must be a demonstrated major change in position scope and responsibilities resulting from new work coming to the college. Increases in volume of work do not qualify as compensable changes in scope and responsibility.

For reorganizations and/or redistributions of work causing increases in position scope and responsibilities - salary and grade increases to be considered only with commensurate reduction in salary and grade to position(s) previously responsible for the work.