This classification and compensation study looks at how the University defines and groups staff jobs, gives them titles, and determines the appropriate pay for them. The study draws upon internal information, like our current job descriptions and pay structure, but also looks at external information like salary data and approaches taken by other universities. The study will produce recommendations for new job categories, titles, pay grades, and pay administration policies. Ultimately, the study will help us understand how our compensation levels compare to regional and higher-education employers and ensure that our compensation levels are competitive.

The project is focused on classified, professional, administrative (staff) positions. The University currently has more than 1,200 active job descriptions for these types of positions. See breakout below for groups that fall within scope of this project:

• Unclassified (outside of scope)
  • EEO1 Executives
  • Faculty
  • Researchers
  • Coaches
  • Librarians with academic rank
• Classified, Permanent and Temporary Staff (within scope)
  • Non-exempt, hourly staff members
  • Exempt, salaried staff members (not listed as unclassified above)

Classification and compensation studies frequently utilize external experts. These projects require a significant amount of time and effort and working with an external firm will allow us to do the work more effectively. An outside partner also brings expertise as well as experience with similar projects at other institutions. University leadership and Human Resources staff are actively involved in all phases of the project. Huron Consulting is the external firm supporting this project.

Huron is a management consulting firm that has a large practice dedicated to working with colleges and universities. Huron was selected through a competitive RFP process and has supported several other large public universities in similar projects. More information about Huron is available on their website: https://www.huronconsultinggroup.com/ The Huron team assigned to View2022 focuses on human resources and talent management professionals in higher education and has worked on other similar projects previously.

Huron will analyze data, develop drafts of job profiles based on feedback from stakeholders across the university. Huron will make recommendations to the University about pay structures and processes. Ultimate changes will be informed by that work, but all final decisions will be made by the University in consultation with stakeholders. Any changes will be taken with consideration of university policy and any applicable regulations.

The study creates new structures and processes for setting and adjusting pay. No “automatic” pay increases will be made. No employee’s pay will be reduced as a result of this study

This study will look at the University’s compensation levels compared to the marketplace locally, regionally and nationally, within public higher education, and in some cases general industry. It will provide insight into how our salaries compare. One overarching goal has been and will continue to be to provide a structure that enables our employees to have competitive pay.

Salary compression occurs when a new hire earns close to or more than an employee with more responsibility or a longer period of service might earn. The classification and compensation study will likely include processes to help us avoid compression in the future. Individual instances of compression, will be identified as a part of the study. These will be addressed through HR and unit leaders. No job eliminations or pay reductions will take place because of View 2022

The process of designing the new system and making recommendations typically takes six to eighteen months. View2022 is on pace to be completed early Fall 2023 with implementation to follow in early 2024. Information will be shared and the education process begun on the new system in late 2023.

University Human Resources is leading this project. Bryce Drew, the University’s Manager of Compensation, will be the primary point of contact, but leadership and staff members from across campus have been engaged and involved in the synthesis of this new structure. Please visit https://hr.olemiss.edu/compensation/contacts-project-teams/ for a full list of project participants and engagement opportunities.

Yes. Transparency is a guiding principle for the overall project. This website will serve as the central location for all up to date information. As View2022 progresses, many communication channels will be used to share information and updates including UM today messages, the Red and Blue employee e-newsletter, in-person meetings, zoom sessions, HR website updates, and town halls among other channels. We will also rely on engagement from all employees. Please share all information as it becomes available across your respective teams and peers.

You can be confident that your compensation is based on data and reason. We will compare your set of responsibilities to those who perform that same type of work in the market at large and calculate your compensation based on that data. This program will reduce inconsistency, inequity, and lack of definition in the way we compensate our employees.

• A general or automatic university-wide pay adjustment
• An effort to reduce headcount
• Specific reorganization of departments or re-structuring of the University’s hierarchy
• An employee-specific or unit/department performance review