As part of its data collection methodology, Mercer conducted 40 individual interviews with vice presidents, deans and directors, and 15 focus groups involving 173 exempt and nonexempt staff. For example, employees confirmed that they want to be compensated based upon their job performance. This supports our desire to develop a new job classification system that places greater emphasis on the skills and competencies of the employee rather than a job title. Some believe their wages should be higher. Overall, employees know what is expected of them in their jobs.
Employees rate their working relationships with their supervisors positively.
While employees believe compensation should be based on job performance, many noted that the job evaluation system should be improved. SU is perceived as a stable employer. Employees believe SU's atmosphere and culture contribute to its retaining employees. Many believe career opportunities exist for most staff, and they value that they can change jobs within SU and retain their benefits. Employees value their participation in the job classification redesign process.