Here are a few of the questions trending since the campus-wide update on the University’s transition to market-based compensation. If you have questions or just want to learn more about the transition, visit the Human Resources website. The website has all University presentations, FAQ’s and tools for the program.
Q: Why does my job description no longer contain all the duties that I perform?
A: Job descriptions should reflect the essential job functions and minimum requirements for the job but should not detail every task and how the task is completed. An optional Position Responsibilities template has been developed for use by the leader and employee. It can capture more detailed information about where or how duties are performed.
Q: If my job description is changing, will my tasks and duties change?
A: The transition to uniform and consistent job descriptions will not change the tasks and duties that you currently perform. An optional Position Responsibilities template has been developed for use by the leader and employee and is available on the HR Forms Index. It can capture more detailed information about where or how duties are performed. You are encouraged to discuss any questions about this with your direct supervisor.
Q: Will we be able to keep our current title or have to change our title?
A: Today there is a wide variation of titles used at the University. Through the establishment of the job architecture, the University has adopted a uniform and consistent construct of titles and for this reason, many titles will change. Today, the University uses position and directory titles, going forward, the job description title will be utilized. A process has been developed to allow the limited, approved use of working titles if the job description title does not provide sufficient clarity about the position, either internal or external to the University.
Q: What will happen if I don’t meet the minimum requirements for the job that my current job was mapped to in the job catalog?
A: In most situations, current employees will be grandfathered and will not be required to meet the minimum requirements. Current employees will be required to meet any minimum requirements based on a regulatory or compliance requirement. If a current employee has a position change in the future, the employee must meet the minimum requirements of the new job.
Q: I have heard that some titles and/or jobs that exist today are not in the job catalog, is this true?
A: There are some job levels that exist today that will not exist in the job catalog as they are simply not needed for the administration of market-based compensation. The more levels that exist, the harder it is to make a distinction in what the jobs do, and they can’t be matched to the market data. In some situations, these may be deemed appropriate for working titles.
Q: If we won’t have funding for base pay increases, why do all this work?
A: Creating a compensation program with the elements we have included allows the administration of a compensation program in a consistent manner. The market review study will allow us to prioritize base pay changes. We can be more strategic by creating multi-year plans to prioritize limited resources in order to administer our compensation program in a consistent manner.
Q: Why is the University moving to an “annual cycle” for base pay increases?
A: Moving to an annual cycle will create consistency as well as allow us to be much more strategic with the use of limited funds available for base pay changes. It will ensure that we are applying a consistent methodology, so we are effectuating changes in those situations where it is most needed. Doing it on an annual basis allows us to analyze and provide information to our budget colleagues well in advance of when base pay changes occur which is typically at the start of the new fiscal year.
Q: After the transition to the annual cycle, will there be any situations for base pay increases at other times of the year?
A: We recognize there will be situations that require an employee’s base pay to be reviewed other than on the annual cycle. These are referred to as “off-cycle.” These are exceptions that must be approved and occur infrequently.
