൪oin this new employment category....The project will result in a new category of employment...
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Transcript of ൪oin this new employment category....The project will result in a new category of employment...
Presenter
Presentation Notes
The University Career Architecture Project (UCAP) is designed to better define jobs, support career progression, and align compensation practices with those used outside the University. The project will result in a new category of employment called “University Staff.” Most appointed professionals will become University Staff and current classified staff will have the option to join this new employment category.�
AgendaCompensation
PhilosophyJob
FunctionPROJECT OBJECTIVES Head Head
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Presentation Notes
There are three key messages and project objectives. These include: informed decisions, shared language, and career possibilities. We do not currently have the appropriate level of market information to allow the University as a whole to financially model or plan for compensation analysis on an annual basis. Through the project, we are gather the needed information, which allows for a more transparent dialogue for both employees and managers regarding compensation, career conversations, and career progression opportunities. Having a shared language, allows us to operate as one university with regards to a career framework, compensation guidelines and pay ranges, and to identify comparable work at comparable levels, regardless of existing job title. And career possibilities will be better identified throughout the framework for the vast array of professions we have at the University. INFORMED DECISIONS: Relevant market data for the University, managers, and employees to make quicker and more informed decisions SHARED LANGUAGE: Common career models, level descriptors, title guidelines and compensation ranges to allow for transparent dialogue CAREER POSSIBILITIES: Career progression opportunities for the vast array of professions at the University
AgendaCompensation
PhilosophyJob
FunctionCAREER FRAMEWORK PROCESS OVERVIEWHead
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Reviewing the current state (COMPLETED)
Designing career framework: streams, levels, functions and families (COMPLETED)
Defining work dimensions and develop leveling guides (COMPLETED)
Mapping positions to jobs within the framework (MORE THAN 10,500 JOBS MAPPED)
Calibrating and finalize career framework and position mapping
Assessing market and designing new pay structure
Evaluating cost and developing implementation strategy
Finalizing policies and administration guidelines, developing training materials, and planning for change and communication
(Current Focus)
9 Communicating the new architecture, including pay grades and related policies
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This project began in 2017 with focus groups and interviews to understand the needs of the University and develop a plan to address those needs. Built the initial career framework by reviewing our jobs and needs with subject matter experts and reviewing career models of our peers as well as market data Defined level guides and work dimensions to lay a solid foundation for our career architecture Supervisors and leaders mapped jobs to the Career Architecture (or Framework) We are now in calibration … which we will go into detail in future slides. We have begun to assess market data and will begin reviewing options for new pay structures once calibration is complete. To evaluate UA’s position, a financial impact analysis and pay equity study will be conducted when the project is complete. Finalize policies and administration guidelines for our new career architecture and compensation program and plan for change and communication to managers and employees
UCAP TIMELINE
Progress
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Presentation Notes
Where are we on the timeline? Finalizing Phase 1 and 2: Calibrating the mapping of positions and beginning to design new pay structure, including grades and ranges
AgendaCompensation
PhilosophyJob
FunctionPHASE ONE IN PROGRESS Head Head
JOB MAPPINGIn the summer and early fall, more than 10,500 of UA’s classified staff and appointed positions have been mapped to the career architecture by their supervisor.
FUNCTIONAL CALIBRATION In the fall, more than 40 functional calibration sessions were held. In functional calibration UCAP brought together subject matter experts to review jobs with like responsibilities to ensure consistent leveling and placement across 25 job functions.
ORGANIZATIONAL CALIBRATION We are currently completing organization calibration. Organizational calibration brings college or division leadership together to review mapping across functions within a college or division to ensure consistent leveling and placement in the appropriate job functions and families.
HEALTH CARE & WELLNESS
FACILITIES, GROUNDS & INFRASTRUCTURE
RESEARCH
COLLEGE OF SCIENCE COLLEGE OF LAW ACADEMIC AFFAIRS
SUBJECTMATTER EXPERTS
Presenter
Presentation Notes
JOB MAPPING In the summer and early fall, more than 10,500 of UA’s classified staff and appointed positions have been mapped to the career architecture by their supervisor. FUNCTIONAL CALIBRATION In the fall, more than 40 functional calibration sessions were held. In functional calibration UCAP brought together subject matter experts to review jobs with like responsibilities to ensure consistent leveling and placement across 25 job functions. ORGANIZATIONAL CALIBRATION We are currently completing organization calibration. Organizational calibration brings college or division leadership together to review mapping across functions within a college or division to ensure consistent leveling and placement in the appropriate job functions and families.
AgendaCompensation
PhilosophyJob
FunctionWHY CALIBRATE Head Head
The goal of calibration is to ensure appropriate and consistent mapping of positions to the career architecture.
Presenter
Presentation Notes
The goal of calibration is to ensure appropriate and consistent mapping of positions to the career architecture (job function, job family, career stream, and level). The effort of calibrating positions carefully across campus will ensure positions are grouped together that are internally appropriate and market comparable. This will allow employees to see how their job compares to positions across campus and at other organizations. Calibration also helps us refine clear and consistent criteria for when positions should move to the next level in a career series. Ultimately calibration provides managers with better data and tools to make decisions regarding pay and proportional opportunities for employees.
JOB FUNCTIONS & FAMILIESAgenda
JOB FUNCTIONPartial List
Administration
Arts & Creative
Academic Admin
Broadcasting & Journalism
Athletics
Ag & Extension
Cultural Institutions
Facilities, Grounds& Infrastructure
JOB FAMILYExamples
Content Development
Interpretation
Media Relations
Multimedia
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University of ArizonaJOB FUNCTIONS
Communications
Communications &Marketing
JOB FAMILY
Interpretation
Content Development
Media Relations
Multimedia
University Press
Finance
Health Care & Wellness
Faculty (OUT OF SCOPE)
Information Technology
Human Resources
Instruction & Assessment
Legal & Compliance
Libraries
Organizational Admin
Planning & Analysis
Protection & Safety
Outreach &Community Engagement
Communications &Marketing
Research
University Advancement
University Operations
Vet & Animal CareExec Leadership
Student ServicesMarketing
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Presentation Notes
Appropriate mapping allows us to organize our jobs into sensible groupings that can be matched externally to market data and allows us to foster greater internal equity across the University. This slide shows the 25 job functions in our career architecture. These are the natural broad career groupings (functions). On the right you will see the more refined groupings of job families which allow us to more specifically define jobs and match to the marketplace.
CAREER STREAMS AND LEVELSCAREER STREAM DEFINITIONS
Manager & Leader (M1 – M7): oversee area of responsibility, plan, prioritize and/or direct responsibilities of employees and/or manages strategy and policy development for a major UA function. Typically have 3+ direct reports.
Professional Contributor (PC1 – PC6): oversee the design, implementation or delivery of processes, programs and policies using specialized knowledge or skills typically acquired through advanced education or equivalent advanced learning attained through experience. Typically salaried positions, though entry levels may include hourly jobs.
Organizational Contributor (OC1 – OC4): provide organizational related support or service (administrative or clerical OR operate in a “hands-on” environment in support of daily activities (e.g., technical, craft, etc.). Typically hourly positions.
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Career Streams allow employees to navigate career advancement opportunities more effectively by grouping jobs together that have the same focus. Manager and Leader positions contribute to the University by managing or overseeing people or major UA functions. Employees that pursue careers in this area enjoy directing, mentoring, and planning. Professional Contributors contribute by designing and implementing programs utilizing specialized knowledge typically obtained through advanced education. Employees that pursue careers in this area enjoy developing, advising, and educating. Organizational Contributors contribute by directly providing services and “hands-on” operations. Employees in these jobs like to provide direct service, work with their hands, or deliver the day-to-day work that makes our University operational. One point to note is that career streams are not linear. In today’s workplace, individuals can advance in their careers without having to assume a management position. There are many strategic, high-impact positions that do not involve management. You can see this in the cactus above.
AgendaCompensation
PhilosophyJob
FunctionWHAT IS NEXT? Head Head
Calibration Finalization
Pay Structure Development and Analysis
Information and Training Development
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Organizational Calibration and the initial pay structure development is expected to be completed in March. We are currently meeting with each college or division across campus to finalize the mapping of positions. Once the positions are calibrated we can complete the initial development of a pay structure.
AgendaCompensation
PhilosophyJob
FunctionLOOKING AHEAD Head Head
Implementation and Employee Notification
Finalize Career Architecture
Training and Information Sessions
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Finalize Career Architecture: We have continued to refine our career architecture as we gain additional insights through functional and organizational calibration. In some instances we have added new title series such as the Lab Coordinator series and in other situations we have added levels to an existing title series to better reflect our positions and the market data. Implementation and Employee Notification: All employees in scope of the project will receive notification of how their position was mapped to the architecture and the new pay range. At this time, employees who are currently classified staff will have the option to join the University Staff category and career architecture, or remain Classified Staff. Review Process: An additional review of individual employee position descriptions and placements into the structure for employees who believe they were mapped incorrectly.
AgendaJob
Function
SOME THINGS REMAIN THE SAMEHead Head
RETIREMENT PLAN ELECTIONS: Retirement plan elections can remain the same
VACATION ACCRUAL RATES: Vacation accrual rates and balances will not be reduced
EXISTING TITLES: Individuals may retain current titles as working titles
PAY: Pay will not change as a result of UCAP
WHAT QUESTIONS OR INPUT DO YOU HAVE?
WHAT QUESTIONS OR INPUT DO YOU HAVE?Questions can also be sent to [email protected]
