On May 1, 2014, Madison College started a classification and compensation study for all PSRP positions. The last PSRP study was completed in 2007.
View the video recording and the slide presentation (290 KB, PDF) from the May 1st kick-off meeting.
Read the answers to Frequently Asked Questions (92 KB, PDF)
Download the Position Description Questionnaire (PDQ) (130 KB DOCX)
Questions? Contact firstname.lastname@example.org with any questions about this study.
Due Dates for PSRP Employees in Facilities:
- May 19: send completed PDQ to immediate supervisor
- May 21: Supervisors sign and send to their Vice President
- May 23: Vice Presidents sign and send to HR
- May 28: HR sends PDQs to Fox Lawson
- June 30: Study completion
Due Dates for All Other PSRP Employees:
- June 30: send completed PDQ to immediate supervisor
- July 11: Supervisors sign and send to their Vice President
- July 14: Vice Presidents sign and send to HR
- July 17: HR sends PDQs to Fox Lawson
- December 31: Study completion
Mike Verdoorn, Project Manager at Fox Lawson & Associates LLC will provide consulting services to conduct the study. The study has two components. The first is to review all job functions to ensure staff is appropriately classified and to update class specifications. The second component of this study is to review classified compensation in order to determine if compensation is both internally equitable and externally competitive in the market. This study will not result in a reduction in anyone's current pay.
- Phase I - Project Initiation and Strategy/Philosophy Development – This phase includes a review of Madison College’s current classification and compensation philosophy and development of a new or revised philosophy.
- Phase II - Classification Study – Job descriptions are updated to reflect changes in duties or responsibilities.
Job Evaluation – This phase applies a job evaluation methodology to ensure internal equity based on the level of responsibility and decision-making requirements of jobs.
- Phase III – Market Study – This phase examines comparable colleges and employers. The result is a sound compensation structure, which is competitive with comparable organizations.
- Phase IV – Final Report