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FastCat Phase 1

Team Trim the Fat

INTERNAL ALIGNMENT

Towson University

MNGT433.020

Professor Simmons
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TABLE OF CONTENTS

EXECUTIVE SUMMARY……….……………………………………………………………...…….3

INTRODUCTION: OBJECTIVES AND STRATEGY RECOMMENDATIONS……..….……...4

ALIGNMENT: JOB BASED PLAN MANUAL…………………………………………...………...5

INTERNAL STRUCTURE DIAGRAM………………………………………......……….…...5

COMPENSABLE FACTORS AND SCALE DEFINITIONS…………….…………………….5

JOB EVALUATION SHEETS………………………………………………………………….7

APPEALS PROCESS…………………………………………………………………..……...15

RATIONALE…………………………………………………………………………………………..16

EXECUTIVE SUMMARY
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Team Trim the Fat has been hired to do a company analysis of FastCat. We

have decided to go with a Job Based Pay Scale in order to better distribute funds

and motivate the awesome staff at FastCat. The Job Based Pay Scale is broken

down into the following categories: Engineering, Marketing, Technical, and

Administrative. After the Job Based Plan was developed we rated the compensable

factors and came up with a scale to help better distribute and determine fair pay

across the organization.

INTRODUCTION: OBJECTIVES AND STRATEGY RECOMMENDATIONS

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FastCat is the largest of the medium size medical technology companies that still offer

custom features. Over the years FastCat has grown to 200 employees with revenues of $36.5

million per year. While they are not the largest medical technology company, such as IBM,

Oracle, and McKesson, FastCat offers adaptable and full custom packages in order to better

service customers. In order to advance further FastCat has to change its compensation system to

make it more clear. According to the national survey found on page seven of the handbook,

FastCat employees answered the question “I understand how my pay is determined.” 16% behind

the national average of 74%. This is alarming for the management staff who always wants

employees to have a clear understanding of how their pay is determined. Numerous other

metrics from Exhibit 7 show alarming levels of engagement from employees. The new pay

system is a likely fix to these alarming numbers with a more internally aligned pay system. As

we have learned the organizational goals have to match up with pay structure as well as the goals

of employees. This will help everyone grow and reverse the alarming Employee Engagement

numbers. When this has been accomplished Team Trim the Fat will have accomplished their

goal as FastCat has accomplished theirs. “FastCat is expanding its services to help insure that its

software tools remain high value to customers and their patients.”

INTERNAL STRUCTURE DIAGRAM

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ENGINEERING MARKETING TECHNICAL ADMINISTRATIVE

Software User Visionary Champion Senior Fellow* Training Assistant
Interface Architect
Software Engineer Software Solutions Senior Quality Administrative Leader
Consultant Assurance Technician
User Interface Marketing Services Clinical Liaison Administrative
Designer Representative Assistant
Project Leader Client Account Implementation Travel Coordinator
Leader Consultant
Programmer Analyst Marketing Support Quality Assurance Project Support
Analyst A Assistant
Graphics Designer Quality Assurance Administrative Aide
Analyst
Technician

COMPENSABLE FACTORS AND SCALE DEFINITIONS

EDUCATION
Degree Description of Characteristics
1 High school degree
2 Associate’s degree
Associate’s degree and at least two years of experience or Bachelor’s
3 degree
Bachelor’s degree and at least three years of experience or Master’s
4 degree
5 Master’s degree and at least two years of experience or PhD

INTERPERSONAL SKILLS
Degree Description of Characteristics
Job requires understanding of native language but extremely minimal
1 interaction; mostly all independent work
2 Job requires relatively minimal interaction; mostly independent work
3 job requires regular interactions with other employees
Effective interactions in native language with employees and customers,
4 requires some form of leadership within teams
Job requires very effective leadership skills in delegating tasks, and/or
regular communication with customers, may speak broken second
5 language

TECHNOLOGICAL SKILLS
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Degree Description of Characteristics

1 no knowledge of computers
2 basic knowledge, can check email, send attachments
3 proficient in excel, powerpoint, appropriate job specific programs
highly effective at creating documents on publisher, basic knowledge of
4 writing code
plans and executes new technology improvements for the company,
5 writes code, highly effective on job specific software

SALES EXPERIENCE
Degree Description of Characteristics
1 No Sales Experience
2 Studied sales in school, basic understanding of interactions
3 Some experience but with high supervision
4 Sales lead, among top performers
5 Top performer month in month out at previous jobs

WORKING CONDITIONS
Degree Description of Characteristics
1 No outside travel from office is required
Minimal and infrequent travel is required of job, usually within same
2 city
3 Moderate travel is required within state
4 Moderate travel is required within the United States
5 Moderate international travel is required

PHYSICAL FACTORS
Degree Description of Characteristics
1 Only physical demand of job is sitting throughout the work day
Job is sedentary; requires only sitting most of the time and minimal
2 standing and walking
Job involves light work; may require short periods of standing or
3 walking and may be required to lift up to 20 pounds of force occasionally
Job involves relatively heavy work; may require moderate standing and
walking, or exerting up to 100 pounds of force in lifting heavy objects
4 occasionally, and/or up to 50 pounds of force frequently
Job involves heavy work; requires long periods of standing and walking,
or exerting up to 100 pounds of force regularly, with the assistance of
5 others

TEAMWORK
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Degree Description of Characteristics

1 Consistently works individually, with little to no team interaction
2 Frequently works individually, with occasional team interaction
3 Regularly works individually, with recurrent team interaction as well
4 Frequent team interaction in multiple projects with occasional leadership
Constant team interaction in multiple team projects, with often
5 leadership

JOB EVALUATION SHEETS

ADMINISTRATIVE AIDE
FACTOR DEGREE WEIGHT TOTAL
Education 1 15% 15
Interpersonal Skills 3 20% 60
Technological Skills 2 15% 30
Sales Experience 1 15% 15
Working Conditions 1 15% 15
Physical Factors 2 10% 20
Teamwork 3 10% 30
185

ADMINISTRATIVE ASSISTANT II
FACTOR DEGREE WEIGHT TOTAL
Education 3 15% 45
Interpersonal Skills 3 20% 60
Technological Skills 4 15% 60
Sales Experience 2 15% 30
Working Conditions 2 15% 30
Physical Factors 2 10% 20
Teamwork 4 10% 40
285

ADMINISTRATIVE LEADER
FACTOR DEGREE WEIGHT TOTAL
Education 3 15% 30
Interpersonal Skills 4 20% 80
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Technological Skills 4 15% 60

Sales Experience 2 15% 30
Working Conditions 2 15% 30
Physical Factors 2 10% 20
Teamwork 4 10% 40
290

CLIENT ACCOUNT LEADER

FACTOR DEGREE WEIGHT TOTAL
Education 3 15% 45
Interpersonal Skills 4 20% 80
Technological Skills 3 15% 45
Sales Experience 5 15% 75
Working Conditions 2 15% 30
Physical Factors 1 10% 10
Teamwork 4 10% 40
325

CLINICAL LIAISON
FACTOR DEGREE WEIGHT TOTAL
Education 5 15% 75
Interpersonal Skills 4 20% 80
Technological Skills 3 15% 45
Sales Experience 2 15% 30
Working Conditions 1 15% 15
Physical Factors 2 10% 20
Teamwork 3 10% 30
295

GRAPHICS DESIGNER
FACTOR DEGREE WEIGHT TOTAL
Education 3 15% 15
Interpersonal Skills 3 20% 60
Technological Skills 5 15% 75
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Sales Experience 2 15% 30

Working Conditions 1 15% 15
Physical Factors 1 10% 10
Teamwork 3 10% 30
235

IMPLEMENTATION CONSULTANT
FACTOR DEGREE WEIGHT TOTAL
Education 3 15% 45
Interpersonal Skills 4 20% 80
Technological Skills 4 15% 60
Sales Experience 2 15% 30
Working Conditions 2 15% 30
Physical Factors 2 10% 20
Teamwork 2 10% 20
285

MARKETING SERVICES REPRESENTATIVE

FACTOR DEGREE WEIGHT TOTAL
Education 4 15% 60
Interpersonal Skills 4 20% 80
Technological Skills 3 15% 45
Sales Experience 4 15% 60
Working Conditions 2 15% 30
Physical Factors 2 10% 20
Teamwork 4 10% 40
335

MARKETING SUPPORT
FACTOR DEGREE WEIGHT TOTAL
Education 3 15% 45
Interpersonal Skills 4 20% 80
Technological Skills 3 15% 45
Sales Experience 3 15% 45
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Working Conditions 1 15% 15

Physical Factors 1 10% 10
Teamwork 4 10% 40
280

PROGRAMMER ANALYST
FACTOR DEGREE WEIGHT TOTAL
Education 3 15% 45
Interpersonal Skills 2 20% 40
Technological Skills 4 15% 60
Sales Experience 1 15% 15
Working Conditions 1 15% 15
Physical Factors 2 10% 20
Teamwork 2 10% 20
215

PROJECT LEADER
FACTOR DEGREE WEIGHT TOTAL
Education 4 15% 60
Interpersonal Skills 4 20% 80
Technological Skills 4 15% 60
Sales Experience 1 15% 15
Working Conditions 1 15% 15
Physical Factors 2 10% 20
Teamwork 4 10% 40
290

PROJECT SUPPORT ASSISTANT

FACTOR DEGREE WEIGHT TOTAL
Education 3 15% 45
Interpersonal Skills 3 20% 60
Technological Skills 3 15% 45
Sales Experience 2 15% 30
Working Conditions 2 15% 30
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Physical Factors 2 10% 20

Teamwork 4 10% 40
270

QUALITY ASSURANCE ANALYST

FACTOR DEGREE WEIGHT TOTAL
Education 2 15% 30
Interpersonal Skills 3 20% 60
Technological Skills 4 15% 60
Sales Experience 1 15% 15
Working Conditions 1 15% 15
Physical Factors 2 10% 20
Teamwork 3 10% 30
230

QUALITY ASSURANCE ANALYST A

FACTOR DEGREE WEIGHT TOTAL
Education 3 15% 45
Interpersonal Skills 4 20% 80
Technological Skills 4 15% 60
Sales Experience 1 15% 15
Working Conditions 1 15% 15
Physical Factors 2 10% 20
Teamwork 4 10% 40
275

SENIOR FELLOW
FACTOR DEGREE WEIGHT TOTAL
Education 5 15% 75
Interpersonal Skills 4 20% 80
Technological Skills 5 15% 75
Sales Experience 2 15% 30
Working Conditions 1 15% 15
Physical Factors 2 10% 20
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Teamwork 4 10% 40
335

SENIOR QUALITY ASSURANCE TECHNICIAN

FACTOR DEGREE WEIGHT TOTAL
Education 4 15% 60
Interpersonal Skills 4 20% 80
Technological Skills 5 15% 75
Sales Experience 1 15% 15
Working Conditions 1 15% 15
Physical Factors 2 10% 20
Teamwork 4 10% 40
305

SOFTWARE ENGINEER
FACTOR DEGREE WEIGHT TOTAL
Education 4 15% 60
Interpersonal Skills 4 20% 80
Technological Skills 5 15% 75
Sales Experience 1 15% 15
Working Conditions 1 15% 15
Physical Factors 2 10% 20
Teamwork 4 10% 40
305

SOFTWARE SOLUTIONS CONSULTANT

FACTOR DEGREE WEIGHT TOTAL
Education 4 15% 60
Interpersonal Skills 4 20% 80
Technological Skills 5 15% 75
Sales Experience 4 15% 60
Working Conditions 2 15% 30
Physical Factors 2 10% 20
Teamwork 4 10% 40
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SOFTWARE USER INTERFACE ARCHITECT

FACTOR DEGREE WEIGHT TOTAL
Education 5 15% 75
Interpersonal Skills 5 20% 100
Technological Skills 4 15% 60
Sales Experience 2 15% 30
Working Conditions 2 15% 30
Physical Factors 2 10% 20
Teamwork 4 10% 40
355

TECHNICIAN
FACTOR DEGREE WEIGHT TOTAL
Education 1 15% 15
Interpersonal Skills 2 20% 40
Technological Skills 4 15% 60
Sales Experience 1 15% 15
Working Conditions 1 15% 15
Physical Factors 2 10% 20
Teamwork 3 10% 30
195

TRAINING ASSISTANT
FACTOR DEGREE WEIGHT TOTAL
Education 5 15% 75
Interpersonal Skills 3 20% 60
Technological Skills 4 15% 60
Sales Experience 3 15% 45
Working Conditions 1 15% 15
Physical Factors 3 10% 30
Teamwork 4 10% 40
325
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TRAVEL COORDINATOR
FACTOR DEGREE WEIGHT TOTAL
Education 2 15% 30
Interpersonal Skills 4 20% 80
Technological Skills 3 15% 45
Sales Experience 3 15% 45
Working Conditions 1 15% 15
Physical Factors 2 10% 20
Teamwork 3 10% 30
265

USER INTERFACE DESIGNER

FACTOR DEGREE WEIGHT TOTAL
Education 3 15% 45
Interpersonal Skills 4 20% 80
Technological Skills 4 15% 60
Sales Experience 2 15% 30
Working Conditions 1 15% 15
Physical Factors 2 10% 20
Teamwork 4 10% 40
290

VISIONARY CHAMPION
FACTOR DEGREE WEIGHT TOTAL
Education 5 15% 75
Interpersonal Skills 4 20% 80
Technological Skills 3 15% 45
Sales Experience 5 15% 75
Working Conditions 2 15% 30
Physical Factors 2 10% 20
Teamwork 5 10% 50
375
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1st 2nd 3rd 4th 5th

FACTOR DEGREE DEGREE DEGREE DEGREE DEGREE
Education 15 30 45 60 75
Interpersonal Skills 20 40 60 80 100
Technological Skills 15 30 45 60 75
Sales Experience 15 30 45 60 75
Working Conditions 15 30 45 60 75
Physical Factors 10 20 30 40 50
Teamwork 10 20 30 40 50
Total: 500

APPEALS PROCESS

An appeals process has been set in place to ensure procedural fairness and susceptibility to

political influences. Often times, employees feel as though their work performance exceeds their

level of compensation and for this very reason, an appeals process has been established for all.

Should an employee have a concern regarding their compensation, they are given the opportunity

to appeal the decision by following the procedures listed below:

1. Request a meeting with direct supervisor to raise whatever compensation issue an employee may

have.
2. Using the compensation manual, the supervisor should be able to explain to the employee how

their compensation was determined and answer any additional questions that many arise.
3. Should the employee continue to be unsatisfied with the procedural fairness, they can request to

meet with a compensation manager. The compensation manager will review and explain the how

pay was calculated and will take into consideration the employee’s justification for the areas of

concern.
4. Upon taking the time to review and reasses the compensable factors, taking into consideration

the employee’s justifications, the compensation manager will make their decision and inform the

employee of the appeal results.

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RATIONALE

Our recommendations have been designed to meet FastCat’s compensation objectives. We

decided that a Job Based pay plan would work best for FastCat as the jobs we studied have

specific tasks attached to them. This system allowed us to take the compensable factors and

weights into consideration and create a system that allows FastCat and employees to prosper.

With high customer satisfaction ratings FastCat just has to keep employees motivated and the

rest will be taken care of.