Case study, edternal pay
NTBF
CompensationStrategyforBloomingtonDepartmentofTransportation.pptxCompensation Strategy for Bloomington Department of Transportation
By: Miranda Lockwood, Zack Luers, Haipeng Lin, and Olaia Martinez
Bloomington Department of Transportation
Vision Statement:
“Provide a safe, efficient, accessible and connected system of transportation that emphasizes public transit, walking, and biking to enhance options to reduce our overall dependence on the automobile” (Bloomington Transportation Plan).
In addition, Bloomington Department of Transportation supports these principles:
Take good care of Bloomington’s downtown center of the community.
Ensure all land development activity is a positive and sustainable contribution.
Embrace and protect all Bloomington neighborhoods.
Enhance the community’s role as a regional economic center.
Encourage healthy lifestyles by providing high quality public places and recreational activities and events.
Transportation Goals and Values
The most important value for the Bloomington Department of Transportation and the residents of Bloomington is to Create and Maintain Sustainable Transportation.
(Bloomington Transportation Plan, Page 8)
Direct and Indirect Pay
Direct:
Standard Base Pay
Safe Driver Bonuses
Route Efficiency Bonuses
Indirect:
Personal and Family Health Insurance
Flexible Work Schedules
Retirement and 401k Plans
Tuition Benefits Through Indiana University
Intrinsic Pay Rewards
Creating a Safe and Affordable Transportation System for its Riders
Engaging With Riders and Interacting With a Diverse Set of People
Reducing Impact on Environment
Process for Internal Pay Equity
Type of Job Evaluation: Point-Factor Method
Quantitative method that evaluates jobs fairly and reduces bias.
Each job is evaluated on compensable factors and divided into categories such as skills, responsibilities, effort, and working conditions, each with several subfactors.
For example skills will be divided into education, experience, and ability.
Later assigned points and weighted.
Since many of the jobs available at Bloomington Transit are common this type of evaluation is easy to use and not likely to need frequent updating.
Evaluation Results for Internal Pay Equity
Once evaluations are completed we will create a pay grade.
Similar jobs will be in the same pay grade, in turn, they will have a similar pay range.
For example highway technicians and signal technicians will have similar pay ranges.
Bus drivers and managers will have very different pay ranges.
Creating pay grades will give employees an understanding on what they are being compensated for.
Little to no experience will lead to lower pay ranges, more experience will lead to higher pay ranges.
Higher-education and qualifications will lead to higher pay.
Match Pay Structure for Internal Pay Equity
We will match the current market by paying comparable wages.
By matching the pay rates with that of our competitors, we are able to ensure that the compensation structure remains competitive.
Remaining competitive will improve the ability to attract and retain employees.
Additionally, by doing this we will be sure that our employees are not being underpaid.
This can turn to be expensive for the department so we will need to be on top of the market changes.
Challenges for Internal Pay Equity
The Bloomington Department of Transportation may have a hard time retaining employees that receive lower incomes such as bus drivers.
To avoid this issue we will provide our employees with health insurance and other benefits.
Employees may feel that they are being underpaid compared to their colleagues.
We will assure that every employee is comfortable speaking with higher officials to discuss concerns they may have.
We comply with all federal and state laws, rules and regulations, we will make sure that every employee is fairly compensated.
Conclusion
The Bloomington Department of Transportation strives to compensate all workers fairly and value each individuals skills.
To ensure fairness in the workplace we will:
Define all compensable factors
Use the point factor method so that employees know what they are being paid to do and to avoid bias
We will match the market by paying comparable wages
We will have various intrinsic and extrinsic rewards available to retain and attract employees
By implementing these strategies we believe that we will reach great results and continue to attract and retain qualified candidates for our positions.
Works Cited
Bloomington Transportation Plan. (2018, June 29). Retrieved from
https://bloomington.in.gov/sites/default/files/2018-07/Bloomington%20Trans%20Plan_F
Milkovich, G. (2020). Compensation. McGraw-Hill/Irwin.
