Grants and Contracts Details
Description
Response-ready public health recruitment and retention
Dr. Alison Davis
University of Kentucky Scope of Work (CEDIK)
1. Internal assessment of salary compression
Goal: to determine the degree of inequity in wages for incumbent workers versus those more
recently hired. Compression occurs when employees who have been in a job for a long time
makes less than new hires in the same position. When compression exists there are small
differences in pay that ignore experience, skills, level, or seniority. Compression happens when
starting salaries for new hires (in an effort to recruit top candidates) are too close to the wages
of your existing workers. This analysis will be conducted by job title, when there are at least 8
people in the same title. We will control for experience and education. If there aren’t enough
individuals within each title we will determine other ways to differentiate classes of workers.
Data needed: A de-identified excel spreadsheet of all workers that should be included in the
analysis. Variables: Salary, Years of service, overall experience, education level, any promotions
(with dates), and a codified performance evaluation by year.
For example: Personnel Number, Career Ladder Level, Career ladder change, Current Salary,
COLA or Merit Salary Increases and dates, Year promotion or career ladder change, Gender,
Highest Degree Earned, Original Hire Date, PEScores by Year, Division Area, Race, Years of Prior
Experience
Deliverable: List of employees who are considered compressed and overall summary of
compression as well as recommendations to avoid further compression
2. A review of secondary data of salaries across Kentucky and the South
Goal: To provide an overview of prevailing salaries of those in similar occupations that require
similar skill sets and education
Data Needed: JobsEq, a national database that provides county-level economic industry and
occupation data. In addition, Real Time Intelligence data that provides daily changes with real-
time job postings data. There is an example of a list of job postings on the next page. Not all
postings provide salary data.
Deliverable: A written analysis of salaries by occupation and comparison to KDPH.
3. Assessment of KDPH salaries compared to peer states
Goal: to determine if KDPH provides competitive wages to new employees by comparing
starting salaries to those in other selected states.
Data Needed: Primary data collection using a survey instrument that would be completed by HR
manager in each state. Starting salaries by title, state benefits
Deliverable: A written analysis comparing Kentucky to other states.
Timeline 2022
February-March: #1 Acquire data from KDPH for internal assessment
#3 Draft survey instrument
March-April: #1 Clean and analyze data
#2 Collect data from JobsEq and RTI
April-May: #3 Disseminate survey (work with KDPH to make personal contact with each state HR
manager/director)
May-June
July: #1 Finalize data analysis and draft document
#2 Analyze data
#3 Clean and organize data, begin analysis
Work on all three write-ups
Final products delivered
Budget
Project #1: $10,000
Project #2: $8,000
Project #3: $7,000
Total Cost: $25,000 (includes 10% indirect cost rate)
Status | Finished |
---|---|
Effective start/end date | 7/1/22 → 6/30/23 |
Funding
- KY Cabinet for Health and Family Services: $42,500.00
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