The objective of this compensation plan consists of an outline of the compensation package for the professor and the HRIS specialist of XUZ University. The compensation plan is developed in a way that will be appropriate for both posts and it will be also according to the efficiency and qualification of the professor and HRIS specialist. The compensation plan will focus that teacher will be paid according to their performance and their performance will be evaluate after getting assessment by the principal, vice-principal, and their children while HRIS specialist will be paid according to its skills, expertise, degree, and experience. The performance of the HRIS specialist will evaluate through its reporting and immediate boss. It will also be evaluated through the efficiency of the project in which he or she will be engaged as a team leader.
The compensation plan for the professor will be based on three factors that are experienced, competency, and period in the University, moreover bonuses and increment will be subject to performance and period. An additional degree will be considered as a motive for promotion.
The Compensation Plan
Following are the main points of the compensation and benefit plan for the professor and the HRIS specialist.
Target Dates for Implementation
The compensation plan will enter into force soon as the teacher and HRIS specialist will be inducted and joined their jobs. The academic year of the university begins in January, so it believes that the compensation will be effective from 1st January 2015.
Compensation Budget
The university believes in good compensation package because decent pay increases the teachers’ performance and their motivation for the job . The good remuneration package is not only for teachers’ performance, but it also helps student in their achievement because teacher is the person, who can urge, tempt and motivate their students in their academic field and only that teacher will be efficient, who will be satisfied with his/her compensation package.
So the compensation budget for the professors of the XYZ University is KD 200000 per year, which will help the university board to seek and retain the professors. One thing should be borne in mind that searching and retaining the professor gets another task, but the professor should be motivated to teach and urge students for their education.
HRIS is the most important thing system of the university because the entire function of the university whether it is admission, acquiring teachers, inducting non-teaching staffs all of them are done through the HRIS. Due to the reason HRIS specialists also play an important role in the management of human resource through information technology. HRIS specialist will have the major responsibility for managing the human resource of the university and it is very delicate duty that is why the compensation and benefit package for HRIS specialist is high.
After analyzing the high importance of HRIS specialist, University has allocated the budget KD 48000 per month that is KD 576,000 annually.
Salary Administration Policy
Appointments for a designation of professor are always contract based that is the full academic year. Salaries are also determined for the whole scholastic period however, faculty and employees are paid on every first day of each month.
Appointments for the position of HRIS specialist are the permanent base. Salaries are determined at the annual basis and the employee will be given off first day of each month.
Job Analysis
Candidate for the post of professor should have the degree of PhD. In some cases a professor may have a master's degree, but he/should have at least 10 years of teaching experiences in a reputable educational institution.
A professor will have responsibility for the developing curriculum for the students, curriculum related lectures, handouts and teaching materials, and learning outcome for each course. A professor will also suppose to participate in research activities, which will be carried under the supervision of university.
The HRIS specialist will be responsible for the administration of all the human resource management activities via information technology. The worker will also responsible for researching new trend in HRIS and responsibility to initiate and implement it. HRIS specialist should have ability to analyze the technology problem and solve it. HRIS specialist will be also mandated to handling all the university activities such as admission procedure, employee handling, library needs, and other staff handling. The HRIS specialist should have command over communication techniques, so that he will communicate with other departments and functions of the university.
Pay Scale
Following is the pay scale for a year for the position of professor
Benefits
All the professors and HRIS specialist will have following benefits
- Medical Benefits: Medical benefits for cardiovascular diseases such as ECG, angiography, heart transplant (all medical expenditures as per in university terms and conditions.)
- OPD
- Emergency
- Operation (University will bear 50% of operational expenses of the professor)
- Insurance: Following insurance will be offered to the teachers such as
- Dental Insurance
- Life Insurance
- Accident Insurance
- Maternity Leave (If applicable)
Pay Raise and Promotion
Payment of the professor may increase when contract renewal will be offered, but it is not guaranteed. The raise will be given after approval of university superintend and HR of the University. The amount of rise is subject to the performance of the professor, which will be evaluated after a thorough assessment.
Payment of the HRIS specialist will be granted at the end of each year however the ratio of the pay raise is subject to performance of the specialist. The decision that how much raise should be granted solely depends on the HR department of the University, which is also authorized to evaluate the performance of the HRIS employee. Promotion will grant at least after two years, however it does not have to be. Promotion requires the approval of HRIS specialist departmental head and immediate boss.
Retention Plan
The following document will discuss the retention plan and scheme for professors and HRIS specialists at the university.
Retention
Employee retention is an ability of the organization to keep an employee and avoid turnovers. Keeping an employee for a longer period is critical to an organization because organizations spend their resources on hiring and employee. When an employee leaves the organization in a shorter period of time than all the expenditures of the organization go in the vain that is why organizations always try to retain employees by implementing some strategy .
Retention Strategies
Following strategies will be used to retain professors and HRIS specialists.
Competitive Compensation and Benefits
An employee whether it is the professor or HRIS specialists can easily be retained if he or she will be offered a good and attractive salary package with benefits like medical, insurance, pay raise, bonuses etc. That is why the university has decided to use all tool appropriately. Medical, insurance, and pay raise is proposed already in the compensation package while bonuses are solely subject to the performance by the employee of the university whether he is professor or HRIS specialist. Bonus will be given on a yearly base, but to retain a competent employee it can be proposed at half yearly base. These will be surely a wise step to retain an employee.
Performance Evaluation
Performance is an important weapon to retain an employee whether he or she is a professor or HRIS specialist. Efficient and frequent performance gives confidence to the employee that he is being assessed and employee and his/her good performance will lead to pay incentives while poor performance may not get pay raise, bonus, and/or promotion. A good appraisal with encouraging comments of the boss always motivates the employee to keep working in the organization and be a productive part of the University.
Little Favor to the Competent Employees
If a professor or HRIS specialist seems to be very competent and it will be perceived that he/she will be very prolific for the university than small favors like pick and drop, fuel, children education expenditure can be granted to the professor or HRIS specialist. These small favors may not be burdensome for the University, but it will attract the employee towards the job, they will love their job and they will not leave it easily.
Motivational Programs for the Employee
No HR specialist can deny the importance and effectiveness of the motivational program. Universities should plan and initiate the motivational program in form of seminar, workshop, or meeting; so that people will keep motivated towards their job and they will accept that they will not have better job than existing job. Motivational programs will also help employees to develop the loyalty of the employees, so they will not think about leaving the organization and they will be excited to get their job done. All initiated motivational plan should be compulsory for all workers, so they will be attracted to the university as an employee.
Develop a Communication System between the Employees and Management
Recording and listening for employees’ problem, issues, and grievances are very important in order to retain an employee because it makes employee comfortable and they feel themselves valuable. It also brings a solution for those employees’ problem, which de-motivate them and lets loose their interest in their jobs. Communication systems also improve the employee performance because they have confident their performance will be acknowledged and appreciated.
Make Employees Understand
If for some reason university could not eliminate the problem of the employees then there will be responsibility of their supervisor and boss to make them understand that why the university is unable to solve their problem and how may their problem be solved. Bosses and managers also will also suppose to explain employees their duties. Job description, and the job specification, so the employees will understand their job role perfectly and they will not face any problem to get their job done.
Retention Specialist
A retention specialist will be needed in order to outline and implement retention strategies, so the process of retention will be done in professional manner and the university will keep their productive employee without any hassle. The retention will be responsible for managing performance review, evaluation, promotion, compensation and benefits, extra favors etc.
Separation Scheme
Following document will discuss the separation procedure for the professor and HRIS specialist according to Kuwaiti labor law
Separation
Separation occurs when an employee quits the university. Separation may have several forms such as termination, layoff, voluntary separation, resignation, etc.
Following are the separation policy of the university for each type of separation. All the policies are according to Kuwaiti labor law.
Termination/Resignation
The contract of each professors will be terminated at the end of each year, however it will be extended or renew after approval of both parties with increased compensation and benefits or at the same compensation and benefits. If the contract is terminated and no extension is granted than all the agreed compensation and benefits will be given to professor .
If a termination occurs before ending the contract then the party who terminates will compensate other parts as per the agreement.
The appointment of HRIS specialist is always for an unlimited period. In case of unconstrained period job such as HRIS specialist either employer or employee can end the job, but the terminating party should serve 15 days notice period. If the employee does not serve the notice period then he/she will have to pay 15-days salary and if the university does not serve the notice period then it will compensate 15 days salary.
There may be situation when the University will not be liable to serve notice period or 15 days compensation when:
- Employee was indulged in fraud.
- Misconduct with other university staff or faculty.
- Be the cause of serious loss of university.
- Involved or convicted in crime.
- Involved in workplace violence.
- Involved in harassment or other employee assault.
- Had been absent for seven consecutive days without any prior notice?
Following is a situation when an employee is not liable to serve 15 days notice period or 15 days compensation
- The job continuation will be risky for the employee’s health
In case of death and severe health problem the contract will end automatically and the university will have to pay employee’s indemnity.
Retirement
The age of retirement is 60 years or 30 years of job. If an employee whether he/she is professor or HRIS specialist comes to the retirement, he/she will be notified through the notice and all the indemnities are paid according to the university rules.
Final Pay
The details and procedure of getting final pay is as under
Leave Roster
The HR department of the university maintains a leave roster, which has complete data of attendance of each worker. Professors and HRIS specialists both are requested to get their final leave roster at last work day of your job. The roster can get from the human resource department. The payment will be issued in form of a check and it can get from the administration office. Check can be mailed, if employee requests it in black and white.
Vacation Leave
Vacation is indeed of any employee whether he or she is a professor or HRIS specialist. The employee who has served the university for 12 or more months are eligible for vacation leaves. Up to 180 hours can be granted as a vacation leave.
Provident Fund
Provident Fund will have been deducted from the salary of the employee. The deduction will be as per the university compensation and HR policy. This provident fund will be claimed by the employee at any stage and Employee’s final compensation will include the remaining provident fund as per the rule of the university.
Loan Deduction
If the employee has taken any loan from the university, then it will be deducted from final indemnity.
Children Education
Best Children education is a dream of any parent and the university wants their faculty member to carry out this dream. After all, they are also teachers. To achieving this dream, the university will bear the expense of children’s education. The amount of children’s education is subject to designation and grade of the teaching faculty.
Action Steps of Attracting and Retaining Teaching Faculty for the University
Advertisement
Advertisements play an important role in order to fill any position in an organization like wise universities also get their advertisement published their ads in the newspapers or magazines. The university will publish their advertisement at full pages with attractive and colorful headline, so nobody can ignore the advertisement. The advertisement should reflect the basic requirements for the teacher and it should explain that how a teacher can apply for any post.
Applying for a post should be easy and it will be better that the university will make arrangements for collecting online application because it will be time saving and easy to manage.
Attractive Salary Package
Salary is part of the most important things to retain an employee. It is observed that most of the workers leave their job due to compensation because they think that they are paid very low or they get high compensation package.
Leave
Leave is the right of every employee because he or she can get sick, has personal problem, has to meet relatives and has to relax that is why the University will offer 2 casual leave and 2 medical leave per month while 15 days annual leave for a year.
Maternity Leave
It is anticipated that most of the faculty staff will be female that is why the option for maternity leave is here. Maternity leave of 45 days may be granted to female faculty members.
Leave Encashment
Some teachers may not avail their leaves then there should be a benefit for them. Those teachers who will not avail their leave may get it in the form of cash at the time of separation of the job.
Training is a way to develop core competencies for the employees of an organization and the university believes that increase the employee's skill sets. The university will arrange teachers training workshops and seminars so the teacher will get more experience in their field and they will be more competent.
Bonus and Pay Raise
Bonus and pay raises are the more efficient way of attracting teachers for the University. A teacher who will deliver his or her best to the teacher and will have good performance in the year will be nominated and awarded for the bonuses.
The pay rate of the teachers will be subject to their performance grade. The best performance will lead to the highest pay raise.
Sometimes teachers want to acquire a higher degree in that case teacher will be offered to earn a higher degree such as MS or PhD while teaching in the University at no or discounted fees plan.
Extra Perks
Extra perks are one of the main sources of attracting an employee. At most of the educational institutes, extra perks are given to the teaching faculty in order to attract them and retain them in the institute. The university will also use this tool to attract the teaching faculty. The details of the benefits are as under
Pick and Drop Facility
The university will provide pick and drop facilities for those people who do not have their own vehicle to come on campus. The transport will be cozy and fast, which will pick faculty from their homes and drop them at the university and vice versa.
Fuel
Fuel is the most prominent and expensive expenditure for an employee and university is keen to provide it to its faculty. The fuel will be provided to those faculty members who have their own vehicle. The fuel limit will subject to the basic salary and the designation of the faculty member.
Medical Facilities
Medical is one of the most needed and appreciated facility for an employee that is why the university has decided to provide several medical facilities to their faculty member. These medical facilities will include:
- OPD
- Dental facilities
- Derma facilities
- Hospitalization
- Operations
- Complete Maternity facilities
Insurance
Insurance is a way of securing the future and the university is a real concern for the future of their faculty that is why the university provides different types of insurance such as health insurance, car insurance, education insurance, child marriage plan etc.
Home Allowance
Home allowance or rent will be provided to the faculty, so they will be care free from the tension of rent and focus completely on their duties at the University.
Administrative Allowance
Additional courses
If a faculty member will feel that he or she need extra courses to increase his or her competency then the university will pay the fees or charges of that course.
References
Goodman, S. F., & Turner, L. J. (2012, May). The Design of Teacher Incentive Pay and Educational Outcomes: Evidence from the New York City Bonus Program. Retrieved December 16, 2014, from http://econweb.umd.edu/~turner/Goodman_Turner_Group_Incentives_for_Teachers_JOLE_Manuscript.pdf
Private Sector Labor Law. (n.d). Retrieved December 17, 2014, from Kuwaitiah: http://www.kuwaitiah.net/visa5.html#Disciplinary Notices & penalties
WSJ. (n.d). Employee Retention – How to Retain Employees. Retrieved December 17, 2014, from http://guides.wsj.com/small-business/hiring-and-managing-employees/how-to-retain-employees/
