2024-2025 Classification and Compensation Practices Study

Peer Institutions – Faculty (PDF, )
Peer Institutions – Staff and Administrators (PDF, )

Job Leveling Framework (PDF, )
Job Leveling Guide (PDF, )
Job Profile Competencies (PDF, )
Job Profile Knowledge, Skills, and Abilites (PDF, )

Job Profile Overview - Collegewide (PDF) (PDF, )
Job Profile Overview - Collegewide (Video)new window
Job Profile Navigation for Managers/Supervisors of Staff Overview (PDF, )

Job Description Questionnaire (PDF, )
Job Wizard Migration to Workday (PDF, )

Q.  Why are we conducting the classification and compensation practices study?

A.  Our goal is to ensure the College has a relevant and competitive compensation and total rewards program that allows for adaptation to changing market conditions. Our organization and workforce, as well as the external market, are constantly evolving, which requires regular maintenance of the classification system. This study is intended to be a comprehensive review of the College’s job design and documentation, classification and salary structures, and compensation practices. It is an opportunity to leverage Workday capabilities, streamline practices, validate that the College’s current practices align with the evolving relevant labor markets, and ensure that the program is fair and fiscally sustainable.

Q.  What is the timeframe for the study?

A.  The general timeframe is September 2023 through October 2024.

Q.  Why were position descriptions migrated/transitioned?

A.  Essential information from former position descriptions and job classification specifications has been migrated from the Job Wizard into Workday’s job profiles. Using one (1) document will eliminate confusion and provide a more accurate and streamlined approach to understanding the College’s jobs. 

The rationale for this change includes:

• Individual documents for each position written by multiple people often result in inaccuracies and inconsistencies.
• Detailed position descriptions could not keep up with the agility and pace of change in today’s workforce.
• Multiple authors and the volume of documents made quality control difficult to manage, compromising the integrity of the job classification design and system.

Q.  How can I access a job profile?

A.  All employees can access all job profiles via Workday - How to View a Job Profile (PDF, ) .

Q.  When should a job profile be reviewed and/or updated?

A.  Job profiles should be reviewed prior to a recruitment or when there is a major or significant change to the essential functions of the job. Supervisors are responsible for informing the HRSTM Classification and Compensation team through Workday: Request Job Profile Update - How to Create a Job Profile Update Request (PDF, ) of suggested edits to essential functions of the job. The HRSTM Classification and Compensation team will evaluate information submitted to determine if changes should be made to the job profile and will inform the supervisor of the outcome.

Q.  How will the outcomes of the study affect my job?

A.  Our primary focus at this time is to ensure that job profiles accurately reflect the work of each job at the College. How jobs will be impacted cannot be determined until we review the results of the study. As the project unfolds, additional information will be communicated via Employee Matters, emails, the 2024-2025 Classification and Compensation Practices Studynew window webpage, and webinars.

Q.  How are job classifications created?

A.   Job duties are grouped together based on similar essential functions. Job related factors including competencies, skills, and qualifications are also considered.

Q.  What criteria is used to differentiate jobs?

A.  Factors such as purpose of the role, essential functions, knowledge, skills, abilities, scope, complexity, competencies, supervisory responsibility can differentiate roles from one another.

Q.  Why does the College “group” titles?

A.  Titles are grouped by job family, job level and job profile. This classification structure provides an organizational view of the relationships among jobs. It enables a better understanding of career paths by describing the differences between each characteristic.

Q.  What is the difference between job profile competencies and collegewide competencies?

A.  Job profile competencies reflect the role of the job; collegewide competencies align with performance expectations based on the College’s values and code of conduct.

Q.  What is job leveling?

A.  Job leveling is a systematic method of categorizing jobs based on their internal relationship to one another on a collegewide basis. Broad characteristics such as: competencies, credentials, knowledge and skills form the basis of job level groupings. Job levels provide a common understanding of roles and are a fundamental component of career ladders.

Q.   How will job profile information be used in job advertisements?

A.   Job Profile essential functions and qualifications form the basis of a job advertisement. The hiring manager is responsible for reviewing the job profile prior to a recruitment. If the hiring manager would like to suggest edits to a job profile, they should send suggested edits via Workday: Request Job Profile Update - How to Create a Job Profile Update Request (PDF, ) . The HRSTM Classification and Compensation team will review the edits and inform the hiring manager of any job profile changes.

Q.  Will changes to a job profile affect the classification of the job?

A.  This depends. Supervisors are responsible for reviewing job profiles of their staff on a regular basis. Suggested changes will be reviewed by the HRSTM Classification and Compensation team. The job classification will not be impacted unless there is a major and significant change to the essential functions of the job. Minor changes most likely will not impact the classification of the job profile.

Q.  When job profiles change, are pay increases associated with the change?

A.  When a job profile has a significant or major change, a classification review may be required. As part of a classification review, internal, and possibly external, comparators are examined to determine if a change in grade level is appropriate. Depending on where an incumbent’s pay rate falls within the pay range, and in accordance with the College’s policies and procedures, consideration may be given for an increase in pay.

 

Q.  How are job profiles used in the study?

A.  Attributes identified in the essential functions and qualifications sections on the job profile are used to gather data for comparison from external data sources.

Q.  When will classification and pay equity reviews be reinstated?

A.  This will be determined at the conclusion of the study.

Q.  Who may I contact with questions about the study?

A.  Questions may be sent to the HRSTM Classification and Compensation team mailbox. Additionally, your manager or Human Resources Internal Consultant new windowcan provide additional information.