1

FastCat Phase 1
Team Trim the Fat
INTERNAL ALIGNMENT
Towson University
MNGT433.020
Professor Simmons

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

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

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

5
ENGINEERING

MARKETING

TECHNICAL

ADMINISTRATIVE

Software User
Interface Architect
Software Engineer

Visionary Champion

Senior Fellow*

Training Assistant

Software Solutions
Consultant

Senior Quality
Assurance Technician

Administrative Leader

User Interface
Designer
Project Leader

Marketing Services
Representative
Client Account
Leader
Marketing Support

Clinical Liaison

Administrative
Assistant
Travel Coordinator

Programmer Analyst

Graphics Designer

Implementation
Consultant
Quality Assurance
Analyst A
Quality Assurance
Analyst
Technician

Project Support
Assistant
Administrative Aide

COMPENSABLE FACTORS AND SCALE DEFINITIONS

EDUCATION
Degree
Description of Characteristics
1
2
3
4
5

High school degree

Associates degree
Associates degree and at least two years of experience or Bachelors
degree
Bachelors degree and at least three years of experience or Masters
degree
Masters degree and at least two years of experience or PhD

INTERPERSONAL SKILLS
Degree
Description of Characteristics
1
2
3
4
5

Job requires understanding of native language but extremely minimal

interaction; mostly all independent work
Job requires relatively minimal interaction; mostly independent work
job requires regular interactions with other employees
Effective interactions in native language with employees and customers,
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
language

TECHNOLOGICAL SKILLS

Degree

Description of Characteristics

1
2
3

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

4
5

SALES EXPERIENCE
Degree
Description of Characteristics
1
2
3
4
5

No Sales Experience
Studied sales in school, basic understanding of interactions
Some experience but with high supervision
Sales lead, among top performers
Top performer month in month out at previous jobs

WORKING CONDITIONS
Degree
Description of Characteristics
1
2
3
4
5

No outside travel from office is required

Minimal and infrequent travel is required of job, usually within same
city
Moderate travel is required within state
Moderate travel is required within the United States
Moderate international travel is required

PHYSICAL FACTORS
Degree
Description of Characteristics
1
2
3
4
5

Only physical demand of job is sitting throughout the work day

Job is sedentary; requires only sitting most of the time and minimal
standing and walking
Job involves light work; may require short periods of standing or
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
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
others

TEAMWORK

Degree

Description of Characteristics

1
2
3
4

Consistently works individually, with little to no team interaction

Frequently works individually, with occasional team interaction
Regularly works individually, with recurrent team interaction as well
Frequent team interaction in multiple projects with occasional leadership
Constant team interaction in multiple team projects, with often
leadership

JOB EVALUATION SHEETS

ADMINISTRATIVE AIDE
FACTOR
Education
Interpersonal Skills
Technological Skills
Sales Experience
Working Conditions
Physical Factors
Teamwork

DEGREE
1
3
2
1
1
2
3

WEIGHT
15%
20%
15%
15%
15%
10%
10%

TOTAL
15
60
30
15
15
20
30
185

ADMINISTRATIVE ASSISTANT II
FACTOR
DEGREE
Education
3
Interpersonal Skills
3
Technological Skills
4
Sales Experience
2
Working Conditions
2
Physical Factors
2
Teamwork
4

WEIGHT
15%
20%
15%
15%
15%
10%
10%

TOTAL
45
60
60
30
30
20
40
285

ADMINISTRATIVE LEADER
FACTOR
DEGREE
Education
3
Interpersonal Skills
4

WEIGHT
15%
20%

TOTAL
30
80

8
Technological Skills
Sales Experience
Working Conditions
Physical Factors
Teamwork

4
2
2
2
4

15%
15%
15%
10%
10%

60
30
30
20
40
290

CLIENT ACCOUNT LEADER

FACTOR
Education
Interpersonal Skills
Technological Skills
Sales Experience
Working Conditions
Physical Factors
Teamwork

DEGREE
3
4
3
5
2
1
4

WEIGHT
15%
20%
15%
15%
15%
10%
10%

TOTAL
45
80
45
75
30
10
40
325

CLINICAL LIAISON
FACTOR
Education
Interpersonal Skills
Technological Skills
Sales Experience
Working Conditions
Physical Factors
Teamwork

DEGREE
5
4
3
2
1
2
3

WEIGHT
15%
20%
15%
15%
15%
10%
10%

TOTAL
75
80
45
30
15
20
30
295

GRAPHICS DESIGNER
FACTOR
Education
Interpersonal Skills
Technological Skills

DEGREE
3
3
5

WEIGHT
15%
20%
15%

TOTAL
15
60
75

9
Sales Experience
Working Conditions
Physical Factors
Teamwork

2
1
1
3

15%
15%
10%
10%

30
15
10
30
235

IMPLEMENTATION CONSULTANT
FACTOR
DEGREE
Education
3
Interpersonal Skills
4
Technological Skills
4
Sales Experience
2
Working Conditions
2
Physical Factors
2
Teamwork
2

WEIGHT
15%
20%
15%
15%
15%
10%
10%

TOTAL
45
80
60
30
30
20
20
285

MARKETING SERVICES REPRESENTATIVE

FACTOR
DEGREE
Education
4
Interpersonal Skills
4
Technological Skills
3
Sales Experience
4
Working Conditions
2
Physical Factors
2
Teamwork
4

WEIGHT
15%
20%
15%
15%
15%
10%
10%

TOTAL
60
80
45
60
30
20
40
335

MARKETING SUPPORT
FACTOR
Education
Interpersonal Skills
Technological Skills
Sales Experience

WEIGHT
15%
20%
15%
15%

TOTAL
45
80
45
45

DEGREE
3
4
3
3

10
Working Conditions
Physical Factors
Teamwork

1
1
4

15%
10%
10%

15
10
40
280

PROGRAMMER ANALYST
FACTOR
Education
Interpersonal Skills
Technological Skills
Sales Experience
Working Conditions
Physical Factors
Teamwork

DEGREE
3
2
4
1
1
2
2

WEIGHT
15%
20%
15%
15%
15%
10%
10%

TOTAL
45
40
60
15
15
20
20
215

PROJECT LEADER
FACTOR
Education
Interpersonal Skills
Technological Skills
Sales Experience
Working Conditions
Physical Factors
Teamwork

DEGREE
4
4
4
1
1
2
4

WEIGHT
15%
20%
15%
15%
15%
10%
10%

TOTAL
60
80
60
15
15
20
40
290

PROJECT SUPPORT ASSISTANT

FACTOR
DEGREE
Education
3
Interpersonal Skills
3
Technological Skills
3
Sales Experience
2
Working Conditions
2

WEIGHT
15%
20%
15%
15%
15%

TOTAL
45
60
45
30
30

11
Physical Factors
Teamwork

2
4

10%
10%

20
40
270

QUALITY ASSURANCE ANALYST

FACTOR
DEGREE
Education
2
Interpersonal Skills
3
Technological Skills
4
Sales Experience
1
Working Conditions
1
Physical Factors
2
Teamwork
3

WEIGHT
15%
20%
15%
15%
15%
10%
10%

TOTAL
30
60
60
15
15
20
30
230

QUALITY ASSURANCE ANALYST A

FACTOR
DEGREE
Education
3
Interpersonal Skills
4
Technological Skills
4
Sales Experience
1
Working Conditions
1
Physical Factors
2
Teamwork
4

WEIGHT
15%
20%
15%
15%
15%
10%
10%

TOTAL
45
80
60
15
15
20
40
275

SENIOR FELLOW
FACTOR
Education
Interpersonal Skills
Technological Skills
Sales Experience
Working Conditions
Physical Factors

WEIGHT
15%
20%
15%
15%
15%
10%

TOTAL
75
80
75
30
15
20

DEGREE
5
4
5
2
1
2

12
Teamwork

10%

SENIOR QUALITY ASSURANCE TECHNICIAN

FACTOR
DEGREE
WEIGHT
Education
4
15%
Interpersonal Skills
4
20%
Technological Skills
5
15%
Sales Experience
1
15%
Working Conditions
1
15%
Physical Factors
2
10%
Teamwork
4
10%

SOFTWARE ENGINEER
FACTOR
Education
Interpersonal Skills
Technological Skills
Sales Experience
Working Conditions
Physical Factors
Teamwork

DEGREE
4
4
5
1
1
2
4

SOFTWARE SOLUTIONS CONSULTANT

FACTOR
DEGREE
Education
4
Interpersonal Skills
4
Technological Skills
5
Sales Experience
4
Working Conditions
2
Physical Factors
2
Teamwork
4

40
335

TOTAL
60
80
75
15
15
20
40
305

WEIGHT
15%
20%
15%
15%
15%
10%
10%

TOTAL
60
80
75
15
15
20
40
305

WEIGHT
15%
20%
15%
15%
15%
10%
10%

TOTAL
60
80
75
60
30
20
40

13
365

SOFTWARE USER INTERFACE ARCHITECT

FACTOR
DEGREE
Education
5
Interpersonal Skills
5
Technological Skills
4
Sales Experience
2
Working Conditions
2
Physical Factors
2
Teamwork
4

WEIGHT
15%
20%
15%
15%
15%
10%
10%

TOTAL
75
100
60
30
30
20
40
355

TECHNICIAN
FACTOR
Education
Interpersonal Skills
Technological Skills
Sales Experience
Working Conditions
Physical Factors
Teamwork

DEGREE
1
2
4
1
1
2
3

WEIGHT
15%
20%
15%
15%
15%
10%
10%

TOTAL
15
40
60
15
15
20
30
195

TRAINING ASSISTANT
FACTOR
Education
Interpersonal Skills
Technological Skills
Sales Experience
Working Conditions
Physical Factors
Teamwork

DEGREE
5
3
4
3
1
3
4

WEIGHT
15%
20%
15%
15%
15%
10%
10%

TOTAL
75
60
60
45
15
30
40
325

14

TRAVEL COORDINATOR
FACTOR
Education
Interpersonal Skills
Technological Skills
Sales Experience
Working Conditions
Physical Factors
Teamwork

DEGREE
2
4
3
3
1
2
3

WEIGHT
15%
20%
15%
15%
15%
10%
10%

TOTAL
30
80
45
45
15
20
30
265

USER INTERFACE DESIGNER

FACTOR
DEGREE
Education
3
Interpersonal Skills
4
Technological Skills
4
Sales Experience
2
Working Conditions
1
Physical Factors
2
Teamwork
4

WEIGHT
15%
20%
15%
15%
15%
10%
10%

TOTAL
45
80
60
30
15
20
40
290

VISIONARY CHAMPION
FACTOR
Education
Interpersonal Skills
Technological Skills
Sales Experience
Working Conditions
Physical Factors
Teamwork

WEIGHT
15%
20%
15%
15%
15%
10%
10%

TOTAL
75
80
45
75
30
20
50
375

DEGREE
5
4
3
5
2
2
5

15

FACTOR
Education
Interpersonal Skills
Technological Skills
Sales Experience
Working Conditions
Physical Factors
Teamwork
Total:

1st
DEGREE
15
20
15
15
15
10
10

2nd
DEGREE
30
40
30
30
30
20
20

3rd
DEGREE
45
60
45
45
45
30
30

4th
DEGREE
60
80
60
60
60
40
40

5th
DEGREE
75
100
75
75
75
50
50
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 employees justification for the areas of
concern.
4. Upon taking the time to review and reasses the compensable factors, taking into consideration
the employees justifications, the compensation manager will make their decision and inform the
employee of the appeal results.

16

RATIONALE
Our recommendations have been designed to meet FastCats 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.