Susan Beasley

As a Team Member in the Classification and Compensation Section my position supports statewide classification and education and experience standards for the state's diverse occupational areas; conducts compensation studies to align pay with the job market; reviews and approves reallocation actions from agencies and universities; designs, develops and maintains salary structures; conducts classification and compensation studies and presents recommendations for new or revised classification concepts to the State Human Resources Commission for approval.

I serve as a statewide leader and expert in several different occupational areas and I am knowledgeable of all twenty Job Families. My position is responsible for leading, conducting and/or participating in job and compensation studies and for assisting in the maintenance and ongoing development of the classification and compensation program and policies. I participate in enterprise scale projects to research, analyze, evaluate, and recommend process improvements and quality controls.

Using a 100% basis my job consists of the following functions:

• 35% Conduct Classification and Compensation individual and group reviews and consultations, ensure consistency and equity review across statewide classifications, and ensure analysis and comparisons are sound and complete. Analyze allocations and identify on-going challenges across the overall system to make recommendations.
• 20% - Analysis and Reporting work with cross-functional teams to understand reporting and analytics needs, identify, analyze, and interpret trends or patterns in complex data/information. This work requires advanced technical proficiencies in HRIS (OSC HR-Payroll Integrated System to include BOBJ) functionality, report writing and Excel.
• 20% - Lead and/or participate in Classification and Compensation studies for individuals and larger groups or entire class series, participate in the study process to include gathering position description information, scheduling and conducting management meetings and employee interviews, identifying benchmark positions and drafting job specifications; conducting or assisting in compensation analysis and market pricing of jobs as needed; communicating recommendations to all parties; and negotiating final classification decisions.
• 20% - Design and conduct training, deliver formal stand-up and informal ad-hoc training in job description writing, classification and compensation analysis, classification and compensation studies and other relevant HR topics.
• 5% - Maintain and enhance professional and occupational expertise by continually developing and maintaining professional knowledge of human resources areas through attending webinars and training sessions; and reading timely and pertinent publications and articles. In order to maintain occupational knowledge, actively seek opportunities to engage and establish/strengthen relationships with agency HR and management in classification reviews, site visits, interviews, organizational meetings, etc. Monitor occupational changes and compensation trends by reviewing legislation, salary surveys, trades journals, relevant news articles and other applicable materials.

Conducted Classification individual reviews and consultations –reviewed individual or small group reallocations, established new positions, and classification consultation requests submitted by DOJ Division Heads, created training programs for agency managers, supervisors and employees in classification and position technology software. Assisted Recruitment function in determining accurate job postings and EEO function with problem solutions.

Employed at Appalachian as an Office Assistant, promoted to Classification Analyst and then to Classification Manager for approximately twenty years. In the manager role I supervised compensation, performance management, training, and classification. Worked continuously with Vice Chancellors, Division Heads, Deans, Managers, and Supervisors in these HR functions. The classification and compensation work was similar to the work of my current position in having responsibility for creating new positions, reclassifying positions, assisting management with reorganizations, establishing new university policies and programs with guidance from State of NC Human Resources, carrying out the university compensation program, training managers and employees in classification/compensation and performance management. Performed routine and ad hoc reporting and specialty compensation surveys.

Retired from Appalachian in April, 2012.