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Compensation Philosophy & Job Function Agenda: Head Head

This project aims to develop a new compensation philosophy and job function agenda, including calibration and pay structure, in order to ensure consistent leveling, mapping, and placement across the organization. The process includes job mapping, career streams and levels, and retirement plan elections. Existing titles and pay will not change. Finalization, policy review, and implementation are underway.

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Compensation Philosophy & Job Function Agenda: Head Head

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  1. Compensation Philosophy Job Function Agenda PROJECT OBJECTIVES Head Head

  2. NEW TIMELINE Progress January 27, 2020 Fall, 2019 Summer, 2019

  3. Compensation Philosophy Job Function Agenda CALIBRATION AND PAY STRUCTURE Head Head HEALTH CARE & WELLNESS FACILITIES, GROUNDS & INFRASTRUCTURE RESEARCH ACADEMIC AFFAIRS COLLEGE OF SCIENCE FUNCTIONAL CALIBRATION In the fall, more than 40 functional calibration sessions were held bringing together subject matter experts to review jobs with like responsibilities to ensure consistent leveling and placement. ORGANIZATIONAL CALIBRATION In the winter and early spring, more than 100 organizational calibration sessionswere held to review mapping across functions within a college or division to ensure consistent leveling. MAPPING FINALIZATION & PAY STRUCTURE DEVELOPEMENT In late spring, colleges and divisions will refine and finalize the mapping of their positions and the UCAP team will finalize the UCAP pay structure. 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.

  4. CAREER STREAMS AND LEVELS Over 1,500 positions mapped Over 5,000 positions mapped Over 3,700 Positions mapped

  5. Job Function Agenda Head Head UNIVERSITY STAFF EMPLOYMENT CATEGORY RETIREMENT PLAN ELECTIONS:Employees can maintain current retirement plan elections. Going forward, new employees hired into positions mapped to Management and Professional Contributor positions will have the option of ASRS or ORP retirement plan election. VACATION ACCRUAL RATES: Vacation accrual rates and balances will not be reduced for current employees. Vacation accrual rates will move to 22 days per year for University Staff employees (pro-ration for less than FT). This would increase the accrual rate for classified staff with less than five years of service, who elect to move to University Staff. EXISTING TITLES: Individuals may retain current titles as working titles PAY: Pay will not change as a result of UCAP

  6. Compensation Philosophy Job Function Agenda CAREER FRAMEWORK PROCESS OVERVIEW Head 1 Review the current state (COMPLETED) Design career framework: streams, levels, functions and families (COMPLETED) 2 3 Define work dimensions and develop leveling guides (COMPLETED) 4 Map positions to jobs within the framework (MORE THAN 10,500 JOBS MAPPED) 5 Calibrate and finalize career framework and position mapping (MORE THAN 350 Calibration Sessions) 6 Assess market and design new pay structure (Current Focus) 7 Evaluate cost and develop implementation strategy 8 Finalize policies and administration guidelines and plan for change and communication

  7. Compensation Philosophy Job Function Agenda Head Head WHAT IS NEXT? • Pay Structure Development and Analysis • Policy Review • Information and Training Development

  8. Compensation Philosophy Job Function Agenda Head Head LOOKING AHEAD • Finalize Career Architecture • Implementation and Employee Notification • Training and Information Sessions

  9. WHAT QUESTIONS OR INPUT DO YOU HAVE? WHAT QUESTIONS OR INPUT DO YOU HAVE? Questions can also be sent to HR-UCAP@email.arizona.edu

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