University of Richmond Career Framework Agenda Project Status - - PowerPoint PPT Presentation

University of Richmond

Career Framework

Agenda

• Project Status
• What is a Career Framework?
• Elements of the Framework
• The role of Position Descriptions
• Overview of market pricing and pay grades
• Next Steps

Project Timeline

What is a Career Framework?

• Establishes a University-wide framework for consistent leveling
• f jobs
• Makes visible the minimum required skills and experience

necessary for all roles across campus

• Articulates meaningful differences in roles, impact, and

accountabilities at each level, forming the foundation for creating clear, concise job descriptions

• Creates a framework in which managers and employees can

have meaningful conversations about career and professional development

A Career Framework Does Not…

• Focus on individual incumbents or affect their pay
• Change job responsibilities
• Eliminate jobs

Mapping Illustration

JOB FAMILY

Wellbeing Services Advancement Information Technology General Administration Marketing, Comm., & Public Relations Events Enrollment Services Office & Administrative Support Human Resources Respective Job Family

JOB

Level 2

P6

Level 4

CAREER LEVEL

Level 1

CAREER STREAM

Management Operations Specialist Administrator Level 3 Level 5

6

Events Manager

Job Families

Job families are groups of jobs with similar functional or specialized requirements and are distinct from departments.

Academic Services Advancement Athletics Dining & Retail Services Events Enrollment Services Facilities Finance & Accounting Legal & Compliance Human Resources Information Technology Library Marketing, Communication & PR Office & Administrative Support Public Safety & Security Student Services Wellbeing Services

Career Streams

ADMINISTRATOR

Primary contribution is setting the strategic direction of the University. Primary contribution is managing other people.

MANAGEMENT

Primary contribution is applying technical and specialized knowledge, rather than managing people.

SPECIALIST

Primary contribution is providing administrative,

• perational, or service

support.

OPERATIONS

Career streams are a way of clustering similar jobs based on the primary type and nature of work performed.

Career Levels

• Represents the “placement” within the Career Framework
• Recognizes incremental changes in job scope and

responsibilities

• Consistent across job families

Operations Specialist Management

Career Streams

Administrator

A2 A1 M4 M3 M2 M1 S5 S4 S2

S3

Career Level Guide

A reference tool that brings career level descriptors into one resource for evaluating positions and placing them into the

• framework. This allows employees to see how job criteria change

from level to level. Career level descriptors:

• Organizational Impact
• Innovation & Complexity
• Communication & Influence
• Leadership & Talent Management
• Education & Experience

The complete level guide is available on the Career Framework website

Career Levels & Pay Grades

Within each career level, there are multiple pay grades represented due to varying compensation levels in the marketplace.

OPS SPEC MGMT ADMIN

1 2 3 4 5 6 7 8 9 10 11 12 13 A2 A1 M4 M3 S5 M2 S4 M1 S3 S2 O4 S1 O3 O2 O1

Why do we need Position Descriptions?

Performance Management Position Description is a guide for establishing detailed performance goals & objectives (project / task / behavioral expectations / timeframes live here) Job Advertisement / Posting Enhanced Position Description with added recruitment & applicant attraction language

Position Description

• Documents the essential functions of a role at UR
• Used to identify benchmarks in the marketplace
• Used to measure ability to work in WC and ST

Disability claims

• Used to determine career level

Market Pricing / Benchmarking Career Framework Leveling

• Used to determine FLSA exemption status

Position Description Example

Position Descriptions and Market Pricing

• The core function of a job is used to find relevant salary data in
• ur salary surveys
• Surveys are a validated compilation of pay data across multiple

universities and companies that we consider our “competitive market”

• Peer Universities (60+ schools with similar operating budgets and

rankings) for academically-specific positions

• Local, regional and national companies and non-profits for non-

academic positions

• Or, a combination of both

Market Pricing Example

Consider the function and the level of the role needed by the University, as documented in PD. If the survey job(s) encompass 70+% of the role, it is considered an appropriate market match. Market data reflects the range of salaries that exist in the market. We compare the market median to our grade midpoints to determine where a role falls within our pay structure.

Pay Range Example

Proofreader

Grade 6

Minimum: $44,775 Midpoint: $59,325 Maximum: $73,874

Proofreader (level 2) Market Median $58,673 Range spread: 65%

First Quartile

• Building both skills and

knowledge as well as the ability to handle the full breadth of job duties and responsibilities

• Employee is working

towards proficiency in the job

• Typical quartile for starting

salary for individuals with little/or no experience in the job and who are on a steep learning curve

Second Quartile

• Possesses all/most of the

knowledge and skill requirements, but may need to build upon them through experience

• Performs job

responsibilities with increasing effectiveness

• Typical quartile for starting

salary for individuals experienced in most job responsibilities

Third Quartile

• Significant relevant

experience and possesses all required knowledge and skills

• Seasoned and proficient
• Has broad and deep

knowledge of own area as well as related areas

• Unlikely to be a typical

quartile for starting salary except for individuals with extensive direct job experience

Fourth Quartile

• Expert in all job criteria;

depth and breadth of experience, specialized skills, adds significant value to the University

• Serves as expert resource

and/or role model/mentor to others

• This quartile represents a

premium on market salaries; typically reserved for employees with exceptional expertise

Position Description

• Outlines what function the

role plays for the University

• What is needed at a

minimum to perform the job

Career Framework Level

• Indicates the level of complexity

and scope this role entails.

• Indicates minimum knowledge,

skills and abilities needed to perform this role

Pay Grade & Range

• Market-competitive pay range for

this role, encompassing various levels of experience and expertise.

UR Job

• My work experience
• My education
• My skills & abilities
• My desire to take on

new challenges

Potential Career Growth Opportunities (Job Postings)

Person

≠

Position

Recruiting

Performance Mgmt

FAQ’s

• Will levels be added to the framework?
• No. The framework brings structure to our current positions, organizing

them by job type, function and level. There are a finite levels within the framework, and each position (not person) is placed based on how its function aligns to the Career Level Guide.

• Can a position change levels?

If a position fundamentally changes due to changing needs of the University, the Career Level (and Pay Grade) will be evaluated based on the updated position description.

• What are the logistics of updating the job descriptions?

Managers will be able to view and edit position descriptions in JDXpert, in conjunction with their HR Business Partner.

• Is the goal to have the same position descriptions across campus?

The goal is to have consistency across campus in the way job responsibilities, qualifications and skill requirements are stated.

FAQ’s (continued)

• Will there be guidelines for experience and education?

Yes, the career level guide (included in JDXpert) will indicate the level

• f education and experience expected at the position’s career level.
• Do our pay policies offer more to external candidates than

internal?

Salary quoting guidelines for both internal and external candidates are focused on a candidate’s relevant experience operating at the same level as the position being applied for.

Questions?

Next Steps