Organizations seem to know when compensation is an issue, but rarely know how to improve their situation beyond a quick fix.  Having a pay philosophy, knowing your market, and having a plan can produce a longer-term solution.  HRExtension, Inc. can help you develop a compensation strategy which is commensurate with your strategic plan and budget.

HRExtension, Inc. will work to:

• Help develop a compensation philosophy which aligns with the culture of your organization.
• Develop pay policies which provide clarity and align with existing human capital policies.
• Design pay plans which allow for upward movement of employees and keep pace with the market.
• Conduct pay surveys, benchmark or specialized, to assure competitiveness and indicate ranking among area jurisdictions and businesses.
• Review need for variable pay/incentives and suggests options, design, and provide communication of new pay mechanism.

Workforce planning helps to tie your talent strategy to your business strategy.  If your organization uses a strategic plan, any change to your organizational structure should be made in accordance with the plan and in collaboration with the requesting department/agency and the budget office.  A workforce planning program allows departments/agencies to review their talent needs and organizational structure at least semi-annually and to make sure all changes work to move the organization closer to their business goals. HRExtension, Inc. can analyze your organizational readiness, develop program components, help establish partnerships, and model workforce planning meetings for your organization as you begin a new, more focused means of managing talent.

HRExtension, Inc. will work to:

• Analyze the culture of your organization, the staff to administer the program, the support for the program, and existing strategic plan for suitability to workforce planning.
• Work collaboratively to develop components of the program.
• Conduct meetings with key decision-makers.
• Help build a partnership between Human Capital, Budget, and all other departments/agencies.
• Meet with and involve Employee Association Representatives.
• Develop online service level agreements or Workforce Planning Contracts between each agency and their Human Capital/Workforce Planning Representative.
• Model Workforce Planning Meetings.

Classification can either be: 1) a tool to implement workforce planning or 2) a stand-alone program for position management for organizations without the resources to carry out an on-going strategic workforce planning program. Whichever way it is used, consistency and clarity are critical. HRExtension, Inc. will ensure that recommendations, as a result of a job analysis/job evaluation study, are clear, thorough, and align with existing positions and job classes.

HRExtension, Inc. will work to:

• Discuss client’s classification needs/desired outcomes.
• Review pertinent documents e.g. existing position descriptions, organizational charts.
• Review existing class specifications for revision/updating.
• Interview job incumbents for job details.
• Create new class specifications where needed.
• Produce report of findings.

All employees need regular feedback.  Whether it is in the form of a formal review or something different is the source of much current controversy.  Sorting through what works best for your organization and what is within your budget is where HRExtension, Inc. can be of assistance.

HRExtension, Inc. will work to:

• Discuss client’s needs/desired outcomes/performance budget.
• Present options.
• Determine whether online or manual process.
• Work with Software Consultant on design and implementation, or
• Design custom performance review forms and procedures.
• Provide training for all supervisory employees.

There is not just one way to accomplish Succession Planning; there is a whole range of solutions. It could be handled as a replacement plan for key employees on the simple side, all the way to an online, integrated system which addresses replacement of key positions as well as career development for all staff, with the career development portion driven by the employees.  HRExtension, Inc. can develop the simpler solutions for your organization and project-manage the most complex.

HRExtension, Inc. will work on the:

• Discussion of a jurisdiction’s needs/desired outcomes.
• Online or manual process.
• Presentation of options.
• Design of process.
• Training appropriate employees.

On-boarding is not only the hiring of new personnel, it is the process by which new hires get adjusted to the social and performance aspects of their jobs quickly and smoothly, and learn the knowledge, skills, and behaviors required to function effectively within an organization.  HRExtension, Inc. will offer options as to how to effectively bring your employees up to speed.

HRExtension, Inc. will work to:

• Discuss client’s needs/desired applicant competencies/ad placement.
• Capture key characteristics of applicants and provide ranking.
• Discuss interview format and panel(s).
• Develop interview questions and potential responses.
• Develop interview packets
• Facilitate interviews
• Calculate panel ranking
• Discuss on-boarding plans

An organization should decide what kind of competencies it needs its employees to demonstrate in order to achieve its business goals. Competencies are not simply what an employee needs to successfully perform their job duties.  They are also what a business needs to consider and support to be successful. Determine what traits are valued and what traits will sustain the organization. Once competencies for both the job and the organization are selected, they should be incorporated into the job ad, interview questions, class specifications, position descriptions, and the performance evaluation. This reinforces the importance and ensures that the competencies are present and being applied. HRExtension, Inc. can help your organization determine which competencies are critical and show you how to embed them in your human capital practices for optimal strategic results.

Without strategic business goals and a way to measure your progress, your organization will never move forward, which raises questions about the sustainability of your organization.  Your organization and its department/agencies need strategic plans.  Identifying your business goals as a team and monitoring and measuring them at regular intervals will enable you to accomplish what you set out to do.  It will also give your employees a clear picture of where the organization is going and how they fit in and contribute to the mission.  HRExtension, Inc. can assist you in the facilitation of this process.  When complete, your organization will have a plan outline, timeline, and clear direction.

Knowing when to categorize a worker as an “employee” versus an “independent contractor” can be tricky.  The IRS has rules on this and will investigate and fine organizations which violate their rules and look to collect back employment taxes as well.  There are some simple steps you can take to keep out of trouble.  HRExtension, Inc. has considerable experience in this area and can help your organization create a system for review of potential contractors to determine how, based on IRS policy, they should be classified.

Every organization needs a group facilitator from time to time.  The facilitator allows meeting participants to concentrate on the immediate topic and make contributions while the facilitator moves the meeting along.  The facilitator can record input, encourage non-contributors to participate, provide techniques for soliciting and/or ranking input, keep the meeting on a timeline, and summarize input.  HRExtension, Inc. has experience facilitating a variety of meetings and provides a copy of all information recorded to the organization in a timely manner.

HRExtension, Inc. is available to draft reports, class specifications, position descriptions, Requests for Proposals (RFPs), etc.