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Success Stories

Client success story – City of Rossford Ohio

Client success story – City of Rossford Ohio

By on Nov 18, 2019 in Best Practices, Blog, Compensation Consulting, Government and Public Sector, Success Stories | 0 comments

We’ve worked with a number of municipalities over the years, such as the cities of Cleveland Heights, Strongsville, and others, and we were pleased to help another one this summer with compensation benchmarking for its management positions. The City of Rossford Ohio is located in Northwest Ohio, along the Maumee River and is an ideal destination for discovery as you explore its quaint downtown, beautiful marina, its Crossroads Shopping mecca, and its historic surroundings. Originally contacted by a member of Council for assistance with this project, we worked closely with the City Administrator and Finance Director on this project. Ed Ciecka, Interim City Administrator and Karen Freeman, Finance Director, were our partners and said: We were interested in understanding how compensation for our management positions compared to the market.  This information would be helpful to both the Mayor and the City Council in planning for the next year.  Council members reached out to OA and we worked with them to provide information and review the analysis before presenting it at a Council meeting.   The OA team provided us insight into how we compared to the market, and gave us good information on compensation best practices and trends.  They shared meaningful information both in the context of public-sector employers and the broader market for labor. They used both survey data and information they acquired directly from other municipalities that we deem to be peers.   This information is important as we plan our budgets for 2020, and provide us and Council with a useful perspective on fair and equitable pay for our management team.   The information in their report was clear.  Furthermore OA was available to answer questions in person and provided both the Finance Committee and our citizens with a clear explanation of their work and findings.  We appreciate their assistance and recommend them. 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, recruiting, and temporary HR assistance. If you need assistance with your compensation programs or other HR consulting needs, contact us and check out other success stories to learn...

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Client success story – non-profit health education organization

Client success story – non-profit health education organization

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

Recently we had the opportunity to perform an executive compensation study for an organization that provides learning opportunities for physicians and health care professionals in all areas of clinical care and research.  They provide diverse educational activities that aim to increase knowledge, attitude and skills, enhance practice performance and improve the health status of patients and the communities they serve. This organization is affiliated with several hospitals in the eastern part of Ohio.  Because of the sensitive nature of this analysis, they wished to remain anonymous. This organization was recently set up as a separate entity and needed to develop a framework for compensating its staff, specifically the President.  They contacted OA earlier this year to provide insight into senior level not-for-profit compensation, and provide guidelines for appropriate compensation levels. They told us: We found OA and realized quickly they had the tools and experience to help us.  There are few organizations exactly like us so it is difficult to find comparable benchmarks.  Additionally, we wanted to understand fully the elements that can make up a total rewards package in order to develop the most meaningful compensation system.   OA not only provided benchmark compensation data using valid and reliable survey data, they analyzed elements of our current programs, reviewed public disclosures, and shared compensation best practices and trends to provide us with a thorough analysis and recommendations that we can take to our board.   They worked with us throughout the process to keep us informed of their progress and findings.  We got the information we needed to inform our board, and we also have a framework for compensation decision-making going forward. Helping not-for-profit organizations with their compensation programs if one of our specialties. If you need help with compensation or have other HR consulting needs, contact us and check out other success stories to learn...

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Client success story – Scheeser Buckley Mayfield

Client success story – Scheeser Buckley Mayfield

By on Jul 23, 2019 in Best Practices, Blog, Hiring, HR Consulting, Success Stories, Talent Acquisition | 0 comments

This month’s success story highlights our work with Scheeser Buckley Mayfield.  Scheeser Buckley Mayfield [SBM] is a well-respected regional engineering firm serving clients in Ohio and surrounding states. SBM designs mechanical, electrical, site civil, and technology systems for buildings.  SBM’s innovative solutions are operating in numerous health care, education, and government facilities Since 1959, SBM has provided exceptional engineering that is responsive to clients’ needs by working together. Their goal is to enhance people’s lives through effective engineering. We were contacted by the principals of SBM to help them with some challenging recruitment and retention needs. Organizational Architecture provided competitive data analyses and recommendations to assist the firm in setting and achieving their growth goals. Chris Schoonover PE is one of the principals and our partner on the project. He said: We work in a competitive industry and decided to engage with Organization Architecture for assistance with assessing our recruiting strategies for technical positions and developing new approaches for retaining and motivating our staff. The project team of Mark Fiala and Ryan Sheehan were quick to get started.  We met with the leadership team to understand their challenges and goals.  Our experience with engineering and design firms allowed us to get up to speed on understanding the landscape of their industry and provide meaningful insights and analysis into the processes already in place. We conducted a thorough analysis of the A/E industry, recruiting approaches, and retention activities. Using that analysis, we were able to provide meaningful recommendations to improve SBM’s position in the labor market and enhance their position as an employer of choice.  Furthermore, We provided recommendations that were easy to understand and more importantly, able to be executed within the existing staff structure.  Chris added, Throughout the project Mark and Ryan spent time with us reviewing data, asking questions, and making sure they were providing the analysis we needed to make decisions about our programs, even as the firm continued to evolve.  Additionally, they helped present findings to our leadership team in a way that was clear and meaningful.  We were very pleased with their work and hope to collaborate as we continue to refine our recruiting and retention programs Do you need assistance with a strategy for effective...

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Client success story – Ohio Library Council

Client success story – Ohio Library Council

By on Jun 24, 2019 in Blog, Non Profit, Success Stories, Talent Acquisition | 0 comments

It has been our privilege to work with several public libraries in Ohio, and this month’s success story is about our latest collaboration with the professional association for Ohio’s libraries. The Ohio Library Council is the forum in which Ohio’s public library community is strengthened through advocacy, education, collaboration, and innovation. The membership of the OLC is composed of public library systems, library trustees, Friends of the Library groups, library staff members, other library institutions, and library-related commercial vendors. Earlier this year, OA was contacted by the OLC board of directors to assist with the search for their new Executive Director upon the retirement of the Executive Director who has led the organization for the past seventeen years. Our project partner was Selection Committee Chair Nicholas Tepe of the Athens County Public Libraries. He said: We were aware of Organizational Architecture because of the work they had performed for other public libraries, particularly their recruitment projects.  Upon the retirement of our Executive Director, we began the process of assessing partners that understood both public libraries and not-for-profit organizations.   We selected OA and the project team of Mark Fiala and Ryan Sheehan to work with us based upon their experience and understanding of the needs of Ohio’s libraries.   We had to ensure that we had our new Executive Director in place by the time our current Executive Director retired. The OA team was quick to start the process of defining the role and expectations, developing a candidate sourcing strategy, and providing guidance on an appropriate compensation package using valid and reliable benchmark compensation data.   OA provided a slate of highly qualified candidates that were exactly what we were looking for and facilitated the screening and selection process for us.  Ultimately their work helped us select our new Executive Director. We could not have been more pleased with their help and guidance on this project, the quality of the candidates, and the timeliness of their work. Do you need assistance with a strategy for effective recruitment? Contact us to learn how we can help and check out our blog for more...

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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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Client success story – Cleveland Public Library

Client success story – Cleveland Public Library

By on Jan 22, 2019 in Best Practices, Blog, Government and Public Sector, Success Stories, Talent Acquisition | 0 comments

It has been our privilege to work with several public libraries, and this month’s success story is about our latest collaboration. Cleveland Public Library is the driving force behind a powerful culture of learning that will inspire Clevelanders from all walks of life to continually learn, share and seek out new knowledge in ways that are beneficial to themselves, their community and the world. They are the People’s University, the center of learning for a diverse and inclusive community. OA was recommended to CPL based on the work we had done for another large system.  CPL needed to recruit a Chief Talent Officer, and wanted to work with a firm that understood the landscape of both top HR talent and also the public sector. The team of Mark Fiala and Ryan Sheehan worked together on behalf of the selection committee at CPL. Our project partner was Tena Wilson, Deputy Director and Chief of Staff for Cleveland Public Library.  She said: OA was recommended to us by trusted colleagues in the public library space. We were aware of their success sourcing and screening public sector HR talent, and their strategic approach to recruitment.   Like most recruiting consultants, they spent time with us to understand our expectations for the role, the characteristics we sought in the ideal candidate, as well as drafting for the job description, job posting, and screening questionnaire. Of great significance, they provided valid and reliable benchmark compensation data.   Just as important to us is how they treated candidates.  CPL has a sterling reputation in the community and we wanted our values demonstrated in the recruitment process.  The OA team worked hard to make the candidate experience meaningful and respectful.  No finalist candidate wants to find out that they will not be offered the position, but Mark and Ryan made sure that communication was open and direct.   On top of all of that, they were fast!…they jumped on this project and soon we had a number of quality candidates to choose from. It made our final selection easy, and we are excited to welcome our new leadership team member. Do you need assistance with a strategy for effective recruitment? Contact us to learn how we can help and check out...

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