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Work Group Design Process

The Total Compensation Review is a strategic initiative to provide the best-possible combination of monetary, beneficial and developmental rewards for employees. It is a human capital strategy that combines compensation and benefits with developmental opportunities inside a motivated work environment. Please review the human capital model and note the comprehensive nature of this initiative.

Designing and implementing this human capital strategy requires a systemic approach to develop the recommendations and to promote organizational culture change. For this reason, we are asking for a representative from every school and department to serve on the steering committee. This will help ensure our work is well-represented and supports the needs of our Division.

The group's success will be measured in its work to communicate, coordinate and build consensus on the various areas.

We will begin our work with five sub-groups to examine the areas of professional learning, salary, benefits, career ladders and student time. In general, each work group will use a four-step process to do its work consisting of:

1. Assessment: The bulk of work is in the assessment phase. Sub-groups will assesses the current area of interest and determine the effectiveness of that area for our workforce. Activities that take place during the assessment phase of this process include:

  • Exploring the issue by conducting research, examining best-practice models and conducting site visits to other Divisions.
  • Conducting focus groups and surveying employees on their opinions and beliefs regarding current policies and practices.
  • Making recommendations. An assessment report will be produced and is the major document of the group's efforts. It should include suggested solutions to improve the area of review.

2. Design: The team identifies and analyzes various strategies and suggested solutions to determine what would work best for the workforce. This may include non-monetary benefits (for example, flexible work schedule, time off, or developmental opportunities). An assessment/design report will be produced that will be sent to the Division leadership for its consideration.

3. Execution: Should the initiative be adopted, the Committee members assist to monitor the new initiative(s) or change. The members help communicate the new strategy to employees by giving briefings at the school location and/or responding to feedback from colleagues. Committee members may also assist with training to help employees understand the change(s) and improve thereby worker performance.

4. Evaluation: Committee members may also assist to evaluate any measured results or requests-for-information (RFI) from the Division leadership. Based on this feedback, adjustments or modifications to the initiatives can be proposed for future implementation.