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 of 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 CAREER STREAM CAREER LEVEL JOB JOB FAMILY P6 Level 5 Human Resources Events Manager Level 4 Wellbeing Services Administrator Level 3 Advancement Management Level 2 Respective Job Family Information Technology Specialist Level 1 General Administration Operations Marketing, Comm., & Public Relations Events Enrollment Services Office & Administrative Support 6
Job Families Job families are groups of jobs with similar functional or specialized requirements and are distinct from departments. Academic Services Facilities Marketing, Communication & PR Advancement Finance & Accounting Office & Administrative Support Athletics Legal & Compliance Public Safety & Security Dining & Retail Services Human Resources Student Services Events Information Technology Wellbeing Services Enrollment Services Library
Career Streams Career streams are a way of clustering similar jobs based on the primary type and nature of work performed. ADMINISTRATOR MANAGEMENT Primary contribution is setting Primary contribution is the strategic direction of the managing other people. University. SPECIALIST OPERATIONS Primary contribution is applying Primary contribution is technical and specialized providing administrative, knowledge, rather than operational, or service managing people. support.
A2 Career Levels A1 • Represents the “placement” within the Career Framework M4 M3 • Recognizes incremental changes in job scope and S5 M2 responsibilities S4 M1 S3 • Consistent across job families S2 Career Streams O4 S1 Administrator O3 Management Specialist O2 Operations O1
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? Position Description - Used to identify benchmarks in the marketplace - Documents the essential functions of a role at UR - Used to determine career level - Used to measure ability to work in WC and ST Disability claims - Used to determine FLSA exemption status Career Market Pricing / Framework Benchmarking Leveling Job Advertisement / Posting Performance Management Enhanced Position Description with Position Description is a guide for added recruitment & applicant establishing detailed performance attraction language goals & objectives (project / task / behavioral expectations / timeframes live here)
Position Description Example
Position Descriptions and Market Pricing • The core function of a job is used to find relevant salary data in our 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 Proofreader (level 2) Market Median $58,673 Grade 6 Midpoint: Maximum: Minimum: $59,325 $73,874 $44,775 Range spread: 65% Second Quartile First Quartile Third Quartile Fourth Quartile Building both skills and • Possesses all/most of the Significant relevant Expert in all job criteria; • • • knowledge as well as the knowledge and skill experience and possesses depth and breadth of ability to handle the full requirements, but may all required knowledge experience, specialized breadth of job duties and need to build upon them and skills skills, adds significant responsibilities through experience Seasoned and proficient value to the University • Employee is working • Performs job Has broad and deep Serves as expert resource • • • towards proficiency in the responsibilities with knowledge of own area as and/or role model/mentor job increasing effectiveness well as related areas to others Typical quartile for starting Typical quartile for starting Unlikely to be a typical This quartile represents a • • • • salary for individuals with salary for individuals quartile for starting salary premium on market little/or no experience in experienced in most job except for individuals with salaries; typically reserved the job and who are on a responsibilities extensive direct job for employees with steep learning curve experience exceptional expertise
≠ Person Position UR Job Potential Career Growth Opportunities (Job Postings) Position Description - My work experience - Outlines what function the - My education role plays for the University - My skills & abilities - What is needed at a - My desire to take on minimum to perform the job new challenges Recruiting Performance Mgmt Pay Grade & Range Career Framework Level - Market-competitive pay range for - Indicates the level of complexity this role, encompassing various and scope this role entails. levels of experience and expertise. - Indicates minimum knowledge, skills and abilities needed to perform this role
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 of 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.
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