university of missouri extension county program director...
TRANSCRIPT
CPD Revitalization Committee Review 2/21/2011
University of Missouri Extension
County Program Director
Job Analysis HR Report
Report prepared by
Melinda Adams, SPHR
Manager, Human Resource Support Services
University of Missouri Extension
February 2011
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Table of Contents
I. PURPOSE ................................................................................................................................... 3
II. DEFINITIONS AND UNDERSTANDING OF KEY CONCEPTS ........................................................ 3
III. JOB ANALYSIS REVIEW – COUNTY PROGRAM DIRECTOR SPECIFIC ........................................ 4
IV. JOB ANALYSIS REVIEW – NATIONAL DATA .............................................................................. 6
V. MARKET PRICING - STATEWIDE ................................................................................................ 8
VI. MARKET PRICING - OTHER ........................................................................................................ 9
VII. COMPENSATION ANALYSIS .................................................................................................... 10
VIII. OTHER ANALYSIS FOR CONSIDERATION ................................................................................ 11
IX. CONCLUSION ........................................................................................................................... 12
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I. PURPOSE
A job analysis and market pricing review for County Program Directors was conducted, at the
request of the CPD Revitalization Committee. This report provides information and data that
was gathered, reviewed, and interpreted for further administrative review and decision-
making.
II. DEFINITIONS AND UNDERSTANDING OF KEY CONCEPTS
Job Analysis
A job analysis is the process of gathering, examining and interpreting data about a job’s tasks
and responsibilities. An important concept in job analysis is an evaluation of the job, not the
person performing the job. The final product from a job analysis includes a thorough
understanding of the essential job functions of the job, an understanding of the duties and
responsibilities, the relative importance of these duties and responsibilities, and the skills,
knowledge, and abilities (SKA’s) needed to perform the job.
Essential Job Functions
Essential job functions are the fundamental duties of the job. A function may be considered
essential for a variety of reasons, such as a job exists primarily to perform that function
regardless of time spent on the essential function, the function requires specialized skill or
expertise, a majority of effort in the position is dedicated to the function, or the function is
significantly critical to the impact of the position or organization.
Understanding essential job functions is important for a variety of reasons such as to develop
accurate job descriptions, assist with effective recruiting, and respond to reasonable
accommodations and ADA compliance regulations.
For the purpose of this report, all the functions identified in the report titled “The Role and
Function of the County Program Director” by Kim Keller, Ph.D. will be viewed as essential and
related functions and will be included in the market analysis presented below.
Market Pricing
Market pricing is a process for determining the external value of a job, which most frequently is
done only after an effective job analysis process takes place. Marketing pricing focuses on
external competitiveness, specifically how the position you are evaluating is priced in other
companies or job markets.
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Market pricing can occur by reviewing “pure market” data which reviews the labor market and
makes adjustments based on the organizations pay standards (lags, meets, or exceeds the
market).
There are other approaches to market pricing that incorporate experience and professional
achievement; however, for the purpose of this report we will remain focused on obtaining
“pure market” data to review.
Lastly, the market data reviewed in this report is only comparing salary ranges and is not
inclusive of the total compensation of any position. Total compensation is the complete pay
package given to employees on an annual basis, including pay, benefits, retirement, etc.
III. JOB ANALYSIS REVIEW - COUNTY PROGRAM DIRECTOR SPECIFIC
Based on information provided from the CPD survey of 112 county program directors, as
analyzed and summarized in “The Role and Function of the County Program Director,” the
following job responsibilities and duties are viewed for this market analysis purpose as
“essential and related” to the role and function of the CPD position:
Resource Management
1. Represent the University of Missouri to county extension councils, county governments,
and other agencies in determining fiscal needs and developing an annual budget.
2. Represent the University of Missouri with community leaders and officials in securing
and managing resources to carry out county extension programs.
3. Pursue and develop partnerships and alliances that will sustain high-priority program
funding.
4. Assist with identifying and developing new funding resources including gifts and
endowments, grants, contracts, fees, or cost-sharing with other organizations.
5. Be knowledgeable about the development and management of grants and contracts.
6. Provide leadership to the development and management of fee structures and systems
within the county.
Extension Council Relations
7. Provide leadership to engage extension councils.
8. Assist county extension councils in conducting elections by providing leadership to
achieve membership representation of the county population.
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9. Understand, articulate, and advise the extension council on the legal resources and
fiscal responsibilities of the council.
10. Assist county extension councils in equipping and maintaining efficient extension
centers.
11. Assist in the development and implementation of training of the county extension
council so that it carries out its legal, fiscal, and programming responsibilities.
12. Utilize extension resources to develop leadership skills in the county councils in order
for councils to be advocates for extension programs.
13. Assist county extension councils with the completion of an annual audit.
14. Provide leadership to train county extension councils using methods other than the
modules.
15. Provide leadership to train county extension councils using council modules.
Engaging Community Partners
16. Provide leadership in maintaining relationships with community agencies, organizations,
key leaders, stakeholders and funding sources.
17. Inform county extension councils and other key community leaders about extension
program benefits to learners.
18. Provide leadership to engage advisory committees, community agencies, organizations,
and other activities to engage the public.
County Program Leadership
19. Showcase University of Missouri Extension programs’ value to the community.
20. Be knowledgeable about all extension programs in the county.
21. Provide leadership for the development and implementation of the county extension
marketing and public information plan.
22. Provide leadership regarding extension program planning.
23. Provide leadership regarding county extension program needs assessments.
24. Provide leadership regarding development of a county plan of work.
25. Provide leadership to design strategies to reach new and underserved audiences in the
county.
26. Provide coordination and facilitation of programs outside of your assigned specialty
area.
27. Serve as contact person for programs which have not been assigned to other
employees.
28. Provide leadership regarding evaluation of the county plan of work.
29. Monitor programs for implementation of the county plan of work.
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30. Arrange liaison for programs sponsored by any of the five campuses operating in the
county.
Personnel Relations
31. Promote an atmosphere of shared responsibility and decision-making in the county
extension office.
32. Function as a team leader in the relationship with faculty and staff assigned to the
county.
33. Implement county extension council delegated responsibility for personnel
management of support staff including day-to-day supervision of council paid
employees.
34. Provide leadership to engage extension faculty in the same county office as you.
35. Provide leadership to engage paraprofessionals/staff (i.e. YPA's and NPA's) in the same
county office as you.
36. Provide leadership to faculty in other counties.
Leadership outside the County
37. Provide input for statewide program development.
38. Provide input for regional program development.
IV. JOB ANALYSIS REVIEW - NATIONAL DATA
The primary source of national data gathered was through using O*NET, a national source of
occupational information. This source provides standardized and occupational-specific
descriptors. This program is developed under the sponsorship of the U.S. Department of Labor.
Exhibits A - D describe the tasks, requirements, knowledge, skills, and abilities associated with
the comparable occupations of a county program director. Occupations which have similar and
comparable tasks to the CPD appear to primarily be represented within the following
occupations.
Education Administration, Postsecondary - Direct, coordinate, and evaluate activities engaged
in academic departments or organizations; recruit, train, and hire personnel; formulate
strategic plans; plan and administer budgets, maintain financial records, and produce reports;
analyze operations, demographics, and other information to make changes in processes;
participate in faculty activities; represent organization in meetings with other institutions;
participate in community and state events or meetings; develop partnerships. [O*Net]
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The following CPD duties are similar in nature to the Education Administration occupation:
Determine fiscal needs and develop a budget.
Secure and manage resources.
Pursue and develop partnerships and alliances.
Provide leadership to achieve membership representation of the county population
(elections).
Provide leadership regarding county extension program needs assessments.
Provide leadership regarding development of a county plan of work.
Provide leadership to design strategies to reach new and underserved audiences in the
county.
Provide leadership regarding evaluation of the county plan of work.
Monitor programs for implementation of the county plan of work.
Public Relations Specialist - Respond to requests for information from the media or other;
develop public relations strategies to influence public opinion or promote services; plan and
direct communication to maintain favorable public opinion and stakeholder perceptions of the
organization’s accomplishments and agenda; prepare or edit publications for internal or
external audiences including employee newsletters and reports; arrange public exhibits for
clients to increase service awareness and promote goodwill, etc. [O*Net]
The following CPD duties are similar in nature to the Public Relations Specialist occupation:
Maintain relationships with community agencies, organizations, key leaders,
stakeholders and funding sources.
Inform county extension councils and other key community leaders about extension.
Showcase University of Missouri Extension programs’ value to the community.
Engage advisory committees, community agencies, organizations, etc to engage the
public.
Be knowledgeable about all extension programs in the county.
Lead, develop, and implement the marketing and public information plan.
Budget Analyst - Direct the preparation of budget reports; analyze monthly budgeting and
accounting reports to maintain expenditure reports; provide advice and technical assistance;
examine budgets; submit recommendations; analyze trends; consult with managers, etc.
[O*Net]
The following CPD duties are similar in nature to the Budget Analyst occupation:
Determine fiscal needs and develop an annual budget.
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Secure and manage resources.
Develop gifts, endowments, grants, contracts, fees.
Be knowledgeable about the management of grants and contracts.
Manage fee structures.
Advise extension council on legal and fiscal responsibilities.
First-Line Supervisor/Manager - Supervise the work of administrative or customer service
employees; provide employees with guidance in handling difficult or complex problems,
complaints, or disputes; implement policies, procedures, and standards in conjunction with
management; train and instruct employees; evaluate employees’ job performance; recruit,
interview, and hire. [O*Net]
The following CPD duties are similar in nature to the First-Line Supervisor/Manager occupation:
Promote an atmosphere of shared responsibility and decision-making in the county
extension office.
Implement county extension council delegated responsibility for personnel
management of support staff including day-to-day supervision of council paid
employees.
V. MARKET PRICING - STATEWIDE
In addition to, and working in conjunction with O*NET, is data gathered through the Missouri
Economic Research and Information Center, Missouri Department of Economic Development.
This data is based on salaries and wages per occupation within Missouri as of 2009.
The salaries for the primary four comparable occupations identified are as follows:
Table 1
EDUCATION ADMINISTRATORS, POST SECONDARY
Pay Period
2009
10% 25% Median 75% 90%
United States Hourly $22.26 $29.26 $39.81 $55.76 $77.97
Yearly $46,300 $60,900 $82,800 $116,000 $162,200
Missouri Hourly $20.41 $25.54 $35.06 $49.69 $67.29
Yearly $42,500 $53,100 $72,900 $103,400 $140,000
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Table 2
PUBLIC RELATIONS SPECIALIST
Pay Period
2009
10% 25% Median 75% 90%
United States Hourly $14.67 $18.63 $24.98 $34.70 $46.46
Yearly $30,500 $38,800 $52,000 $72,200 $96,600
Missouri Hourly $13.33 $16.90 $21.41 $28.86 $39.57
Yearly $27,700 $35,200 $44,500 $60,000 $82,300
Table 3
BUDGET ANALYST Pay Period
2009
10% 25% Median 75% 90%
United States Hourly $20.95 $25.70 $32.05 $39.96 $48.50
Yearly $43,600 $53,500 $66,700 $83,100 $100,900
Missouri Hourly $20.84 $24.37 $29.72 $36.98 $44.03
Yearly $43,300 $50,700 $61,800 $76,900 $91,600
Table 4
FIRST LINE SUPERVISORS
Pay Period
2009
10% 25% Median 75% 90%
United States Hourly $13.66 $17.44 $22.55 $29.13 $36.59
Yearly $28,400 $36,300 $46,900 $60,600 $76,100
Missouri Hourly $12.19 $16.09 $21.29 $28.53 $36.50
Yearly $25,400 $33,500 $44,300 $59,300 $75,900
VI. MARKET PRICING - OTHER
Information was also gathered from other University of Missouri academic units by asking the
question “Could you provide information regarding what the College of ‘s standard
compensation practice is, if any, if a faculty member assumes additional administrative duties
and/or is assigned a position such as department chair?” Responses received at the time of this
report are:
MU College of Agriculture
Department chairs receive a $3,000 stipend
Division directors receive 10% increase
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MU College of Education
Department chairs receive $5,000 stipend plus cell phone coverage
MU College of Business
Department chairs receive $10,000 stipend
Division directors additional salary is negotiated
VII. COMPENSATION ANALYSIS
The average salaries of four comparable occupational positions, using Missouri statistics is:
Table 5
NATIONAL DATA 10% 25% MEDIAN
Education Administrators $ 42,500.00 $ 53,100.00 $ 72,900.00
Public Relations Specialists $ 27,700.00 $ 35,200.00 $ 44,500.00
Budget Analyst $ 43,300.00 $ 50,700.00 $ 61,800.00
First-Line Supervisors/Mgrs $ 25,400.00 $ 33,500.00 $ 44,300.00
Average $ 34,725.00 $ 43,125.00 $ 55,875.00
Only a few of the 38 CPD duties fell within the first-line supervisor occupation; thus, removing
this from the calculations may be more accurate. Therefore, the average salaries of the top
three comparable occupations, using Missouri statistics are:
Table 6
NATIONAL DATA 10% 25% MEDIAN
Education Administrators $ 42,500.00 $ 53,100.00 $ 72,900.00
Public Relations Specialists $ 27,700.00 $ 35,200.00 $ 44,500.00
Budget Analyst $ 43,300.00 $ 50,700.00 $ 61,800.00
Average $ 37,833.00 $ 46,333.00 $ 59,733.00
A comparison of the market price with the average salaries of the CPD’s surveyed is:
Table 7
MU Extension CPD’s 10% 25% MEDIAN
Base Salaries $43,173.00 $46,139.00 $50,828.00
Salary with stipend $44,627.00 $47,449.00 $51,971.00
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It appears based on the average salaries for the comparable occupations (table 5 and table 6)
that the salary plus stipend (table 7) may be equitable-to-slightly lower, but then fall
significantly behind after the 25th percentile.
However, if CPD’s are dedicating a significant amount of time to the role of county program
director above and beyond their role as regional faculty, then the salaries are not equitable.
Compensation for the CPD responsibilities, without taking into account the regional specialist
salaries, is significantly lagging behind market pricing for comparable occupations. Compare
table 5 and/or table 6 with table 8 below.
Table 8
Current EST.FTE Annualized FTE
$ 1,000.00 10% $ 10,000.00 100%
$ 1,500.00 10% $ 15,000.00 100%
$ 2,000.00 10% $ 20,000.00 100%
In addition, when comparing the stipends to other campus academic units who provide an
increase in compensation for taking on additional duties, the CPD compensation also falls
behind. Other University departments provide $3,000 - $10,000 stipends or 10% of salary for
taking on administrative duties.
VIII. OTHER ANALYSIS FOR CONSIDERATION
The original CPD stipends were established in 1990 and have not changed since. While the
original methodology of how the stipends were determined may no longer be applicable, it is
interesting to see that if we applied a future value (FV) calculation to these figures, the future
value stipend noted below is closer to the stipends given to faculty in at least one other MU
department (College of Education).
1990 Stipends FV 2010 @ 3%
$1,000 $1,800
$1,500 $2,700
$2,000 $3,600 **comparable to College of Ag stipend
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Another calculation to consider is a 10% increase in pay to the base salaries of regional
specialists for assuming the role of county program director. A 10% increase in pay would be
equitable to 10% of the comparable occupations noted in table 5 and table 6.
Minimum $3,675
Median $5,082
Average $5,226
Other calculations could be reviewed as well; however budget constraints may be a limiting
factor in what an organization can do.
I. CONCLUSION
The question asked was is the CPD job comparable in terms of compensation to the salary of a
regional specialist, or is it a higher grade or lower grade, when looking at market pricing. It
appears from the data that our stipends may be below market, depending on how one views
the role of regional specialist plus county program director.
This salary analysis was based on compiling 3-4 different occupations, which adds a level of
complexity to the employees who are responsible for learning and performing such varied
tasks. In addition, the degrees and work experiences typical of employees in the occupations of
Education Administration, Public Relations, Budget/Fiscal, and Office Supervisor/Mgr are
generally in the areas of business, communications, psychology, accounting, and higher
education administration, which are not the areas that most of our faculty are trained in
(agriculture, human environmental sciences, youth development, etc).
Reviewing market pricing is an important step in understanding how salaries compare with
other comparable occupations. Beyond that, providing compensation at a level that represents
the value and complexity of the position, relative to positions throughout the organization is
also critical when looking at internal pay policies.