Classification and Compensation Committee (3C's)

Type of Committee:
Standing.

Purpose:

1. To advise the Executive Director of Human Resources on classification and compensation decisions in the following areas:
   • Administrative
   • Professional
   • Technical/Paraprofessional
   • Support
2. To develop and maintain a classification tool which includes a common job description format, salary schedules, and evaluation plan.

Membership Criteria:
Members must be willing and commit to:

• Learning the classification/compensation plan within one month of selection.
• Getting release time for committee meetings.
• Maintaining confidentiality of the decision-making process.
• Following group decision-making guidelines.
• Balancing advocacy (making your point while sharing your thinking) with inquiry (willingness to listen and be influenced).
• Understanding the group’s advisory capacity and support final decisions outside 3C’s meetings.
• Being open to change.
• Sharing perspectives.

Membership:
Membership will include representation from each salary schedule: Support Staff, Technical/Paraprofessional, Professional Staff, Administrative, as well as one Executive staff member other than the Executive Director of Human Resources. The Executive Director of Human Resources serves as the chair, and Coordinator of Benefits and Human Resources serves as well. The members are nominated by their respective staff councils and approved by the Executive Director of Human Resources. Members serve two-year term change on odd and even years to ensure continuity of membership. A member can serve a maximum of four consecutive years.

Responsibilities:

1. To develop and maintain for all support, professional, and administrative positions a classification system which includes:
   • A method for maintaining updated position descriptions and job classifications
   • A standard job description and title format
   • A salary plan structure
   • A point-count structure for job evaluation and classification
2. To review requests for classification change or new positions and recommend appropriate classification to the Executive Director of Human Resources.
3. To advise the Executive Director of Human Resources on the five building blocks of compensation basics:
   1. The Foundation: A compensation philosophy, including who NMC defines as labor competitor, how we set pay levels for various jobs compared to the market, review the balance between internal and external equity, and look at the role incentives might play at NMC.
   2. Base Pay - job analysis, evaluation, market analysis, salary ranges, legal defensibility
   3. Incentive Pay - Consider the design elements of eligibility, target payout, performance criteria and duration should NMC want to develop an incentive pay program.
   4. Management of pay for performance - overseeing performance management by analyzing the pay for all employees, scan for inequities, and analyze and recommend adjustments
   5. Effective Compensation Management - anticipate changes will occur regularly, ensure that all information provided to respective employee councils is clear and specific, consider all existing pay programs while designing a new type of program,

Timeline:
Meetings are held as necessary to review position reclassification requests and classify new positions as developed. The meetings are normally no longer than 60 minutes and no more frequent than twice per month.

Communication strategy:

1. The recommendation of the committee and Executive Director of Human Resources is communicated to the employee, supervisor, and executive officer by sending a copy of the completed classification review form to the executive staff officer. The executive staff officer meets with the employee to inform them of the decision and communicate salary adjustment.
2. Committee members can make presentations or answer appropriate questions at constituent assembly meetings.
   
3. Promotions and reclassifications will be announced and celebrated in the Intercom and other college publications deemed appropriate by the Executive Director of Human Resources.

Membership 2008-09