FY23 Workforce Development (WFD)

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)