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Compensation Consulting

OA presents at the Northern Ohio Chapter of IPMA-HR Spring Conference

OA presents at the Northern Ohio Chapter of IPMA-HR Spring Conference

By on May 21, 2019 in Blog, Compensation Consulting, Government and Public Sector, HR Consulting, In the News, Presentations and Conferences, Training and Development, Training and Development Consulting | 0 comments

OA was privileged to present its workshop Employee Compensation Basics at the Northern Ohio Chapter of IPMA-HR Spring Conference. The International Public Management Association for Human Resources [IPMA-HR] is the leading public sector human resource organization in the world. Their mission is to enhance public sector performance by providing human resource leadership, advocacy, professional development, and a community of HR professionals for the sharing of resources and ideas. The conference was held at the Akron-Summit County Public Library Main Branch on May 15, 2019. This annual conference brings together public sector Human Resources professionals to learn current trends and best practices in an environment that fosters collaboration and networking. We appreciate the opportunity to be part of the program and to be a sponsor. We are looking forward to next year’s conference. If you would like to know more about our workshops, or have other Human Resources consulting needs, contact us and check out our blog for more helpful...

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Client success story – Stark County District Library

Client success story – Stark County District Library

By on Apr 22, 2019 in Best Practices, Blog, Compensation Consulting, Government and Public Sector, HR Consulting, Job Analysis, Job Descriptions, Position Descriptions, Success Stories | 0 comments

This month’s success story features our work with Stark County District Library.  We were pleased to have the opportunity to work with another public library after successful projects with Cleveland Public Library and Cuyahoga County Public Library. Seeking better ways to structure the Library for the benefit of the patrons and define jobs and career paths better for the employees, the Library contacted OA to help revise job descriptions and then provide insight into how competitive their base compensation is. Shanna Springer, Senior Director of Operations and HR: Based on work they had done in the past for other public libraries, it was actually our bargaining unit leadership that recommended OA as a partner for this project.   We needed help with a revision and update to our job descriptions to help us convey expectations better and provide clearer career paths for our staff.  We were also considering alternative organizational structures to support this and to be more effective serving the community.   OA worked with our management and staff to understand jobs and provided us with tools to document jobs in a more consistent fashion.  With this information they were able to provide us with information on how our jobs compare to the market and strategies to help us stay competitive.   Additionally, they provided insight into current compensation trends and strategies for implementing better approaches to attract, retain, and motivate our staff.  The OA team was helpful in assisting with consensus-building with our leadership team so that we could implement the program we needed to reach our goals.   This information also helped us with own work to define career paths and organizational structures that fit the needs of our staff and patrons.  Like most libraries we are working hard to make sure we provide needed services that the community needs now.  OA was a great partner on this project and really helped us serve our community better. Public libraries and public sector employers are one of our specialties.  Whether you are a municipality, agency, or public library system, we can help with your HR programs, including compensation benchmarking and pay structures. If you need assistance with your compensation programs or other HR consulting needs, contact us...

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We partner with Public Library systems in solving their HR challenges

We partner with Public Library systems in solving their HR challenges

By on Apr 19, 2019 in Blog, Compensation Consulting, Government and Public Sector, HR Consulting, Talent Acquisition | 0 comments

Public libraries have unique challenges. Public sector employment rules and collective bargaining make your job as Executive Director or HR leader all the more challenging. Our public library and public sector expertise incorporates data from the American Library Association, regional public library and public employer organizations, and more than TEN YEARS of HR consulting experience with public, private, and not-for-profit organizations. Whether you are a small public library or one of the largest in Ohio, Organizational Architecture is your partner for helping you meet your Human Resources challenges. Our public library clients include: Cleveland Public Library Cuyahoga County Public Library Stark County District Library Westerville Public Library Find out how we helped them here. Our public sector commitment is reflected in the certifications we have earned to do public sector work: United States Department of Veterans Affairs Veteran Owned Small Business State of Ohio Veteran Business Enterprise Cuyahoga County Small Business Enterprise City of Cleveland Small Business Enterprise Northeast Ohio Regional Sewer District Small Business Enterprise If you need assistance with other HR projects and want to learn more about our human resources consulting, contact us and check out our blog for more...

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Client success story – Mandel JCC

Client success story – Mandel JCC

By on Jan 22, 2019 in Best Practices, Blog, Compensation Consulting, Non Profit, Success Stories | 0 comments

This month’s success story features our work with the Mandel JCC.  The J builds, connects and strengthens the Jewish community and the greater Cleveland community through exceptional life-long programs and services that reflect the richness of Jewish life and enhance physical, intellectual, and spiritual well-being. OA was approached based on our experience working with not-for-profit organizations to benchmark compensation and recommending approaches to enhance compensation program administration. Vice President of Human Resources Sara Hodgson said: OA was recommended to us by one of our trusted advisors to assist us with understanding how competitive our compensation was, and how we could be more effective at managing our programs.  They worked with us to understand what our goals were and then developed a plan to address our needs.   Throughout the project they spent time with us reviewing data, asking questions, and making sure they were providing the analysis we needed to make decisions about our program.  They provided data from both general and also industry-specific sources and qualified them to make sure the data was valid and reliable.   We needed a comprehensive review and OA provided analysis on our staff compensation and made recommendations regarding compensation philosophy, program administration, and pay structures. Additionally, they helped me present the findings to my leadership team in a way that was clear and meaningful to them. Not-for-profit organizations are one of our specialties.  Whether you are large or small, we can help with your compensation planning needs.  Contact us and check out our blog for more...

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Client success story – Mental Health & Addiction Advocacy Coalition

Client success story – Mental Health & Addiction Advocacy Coalition

By on Nov 20, 2018 in Blog, Compensation Consulting, Non Profit, Success Stories | 0 comments

This month’s success story features our work with the Mental Health & Addiction Advocacy Coalition.  MHAC fosters education and awareness of mental health and addiction issues while advocating for public policies and strategies that support effective, well-funded services, systems, and supports for those in need, resulting in stronger Ohio communities. The MHAC is a place where diverse interests come together, speak with a common voice, and work towards guaranteeing access to quality services and supports for individuals with mental health and addiction disorders. OA was approached based on our experience working with not-for-profit organizations and benchmarking compensation, and recommending approaches to enhance compensation program administration. Joan Englund is the Executive Director of the MHAC.  She said: OA was recommended to us from a partner organization to assist us with understanding how competitive our compensation was. We are a unique organization so we needed to make sure we used appropriate benchmarks when analyzing our pay.   They have a collaborative process and spent time with us reviewing data, asking questions, and making sure they were providing the analysis we needed to make decisions about our pay programs.  They located both general compensation data as well as information specific to not-for-profits to give us an informed view of compensation in our world. Since we are spread out geographically they provided us data for the locations in which our people work.   OA’s help was invaluable in providing us data about our own programs, and insights into what is competitive among our peers. We now have a process to revisit this periodically to ensure we stay on track.  Most not-for-profits are constrained by resources, especially money.  Our dialog with OA helped us refine our value proposition to employees and potential candidates, and leverage our meaningful mission and work along with other aspects of our total rewards program in our conversation with them. Not-for-profit organizations are one of our specialties.  Whether you are large or small, we can help with your compensation planning needs.  Contact us and check out our blog for more resources....

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Overtime FAQs

Overtime FAQs

By on Aug 27, 2018 in Blog, Compensation Consulting, Compliance, Job Analysis | 0 comments

Last week’s blog asked the question How do you decide if an employee should be paid overtime? As we showed, it depends on what and how an employee is paid, and the kind of work they do.  When we explain this to our clients, they usually have some follow up questions.  Below are some of the most common. Does the amount a person gets paid matter? To be deemed exempt from overtime the salary test must be passed.  This test states that the employee be paid a salary more than $455 per week.  This equates to about $11.40 per hour, or $23,660 per year.  Anyone paid less than this must be classified as non-exempt with the exception of certain sales jobs.  If an employee is paid more than $100,000 per year, which can include commissions, bonuses and other types of nondiscretionary compensation, they may be exempt from overtime but other components of the test must be satisfied to meet the exemption test. If I pay a salary, do I still have to pay overtime? In some cases, yes.  Even if you pay a salary, if the job does not meet the exemption tests, you still need to pay overtime.  The employee will still need to complete a timesheet or use your timekeeping system to record if they work more than 40 hours per week so that any hours over that are paid as overtime. What if the employee wants to be paid a salary and not receive overtime? While some employees perceive being paid a salary and not receiving overtime as higher status, the employee is not allowed to choose or elect to give up their rights to overtime. Even if you have them sign a waiver, the waiver will not be deemed valid. What if I change the job title? The determination whether the job is exempt from overtime is not based on the title, so changing the title to something that appears higher than the role won’t work. The determination of whether a job is exempt is based solely on job content [in addition to how and what it is paid] which means the duties of the job, its qualifications, and the amount of independent decision-making around matters...

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