FY24 Classification and Compensation Practices Study
The Human Resources and Strategic Talent Management (HRSTM) Classification and Compensation Practices Study webpage will serve as your source for the College's FY24 compensation practices study. Here, you'll discover vital information, such as communications, key findings, study updates, resources, timelines, and frequently asked questions.
Please check back regularly for updates on the FY24 Classification and Compensation Practices Study.
About the Classification and Compensation Practices Study
Over the next year, HRSTM’s Class and Comp team, in partnership with Segal Consulting, is conducting a comprehensive review of our faculty, staff, and administrator classification and compensation systems. This review includes examining our job classification structures and practices, the design and documentation of our positions, general compensation practices, and salary structures.
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. While this work is being conducted, there is a moratorium on job classification and pay equity reviews, with the exception of classification reviews on vacant positions and salary placements for recruiting positions.
Communications
2024
January 10 - FY24 Classification and Compensation Practices Study - Overview and Job Profile Navigation (PDF, 
) (PDF, )
January 18 - FY24 Classification and Compensation Study: Overview and Job Profile Navigation (e-Blast)new windownew window
January 31 - Employee Matters | Vol. 5, No. 3new windownew window
February 5 - FY24 Classification and Compensation Study – Job Profile Deadline: February 7 (e-Blast)
February 8 - Job Profile Review Deadline Extended to February 23 (e-Blast)new windownew window
February 22 - FY24 Practices Study Job Profile Overview Session (e-Blast)new windownew window
February 26 - Inside MCnew windownew window
March 4 - Collegewide Job Profile Overview (PDF, ) (PDF, )
April 25 - Follow Up on Classification and Compensation Practices
Study for Administrators (PDF, )
April 25 - Talking Points for Administrators (PDF, )
2023
June 21 - Migration of Position Descriptions to Workday and Moratorium on Classification and
Equity Reviews (PDF, ) (PDF, )
September 19 - FY24 Classification and Compensation Practices Study (PDF, ) (PDF, )
September 27 - Employee Matters | Vol. 4, No. 27new windownew window
October 11 - FY24 Classification Practices Study - General Timeline, Next Steps, and Engagement
Opportunities (PDF, ) (PDF, (PDF, ) )
October 18 - Employee Matters | Vol. 4, No. 30new windownew window
November 1 - Employee Matters | Vol. 4, No. 32new windownew window
November 15 - Employee Matters | Vol. 4, No. 34new windownew window
Job Profiles
Workday presented an opportunity to streamline job descriptions into one document.
Essential information from position descriptions and job classification specifications
has been migrated from the Job Wizard into job profiles in Workday. The Job Wizard’s
position descriptions are now obsolete. The Job Wizard Migration Chart (PDF, ) indicates how the Job Wizard position description fields align in the job profile.
Job Profiles
- Reflect the roles necessary for MC to achieve its’ mission
- Are established from a collegewide perspective
- Promote a consistent and common understanding of job responsibilities
- Improve line-of-sight for career progression
Please Note:
Position descriptions will no longer be used to document jobs. Job profiles are intended
to capture the essential functions and purpose of the job, not every job-related task.
The classification and compensation team will be conducting meetings for supervisors and managers in January to provide them with an overview of the changes and to explain the process for reviewing the job profiles of their employees. After those meetings, supervisors and managers will have the opportunity to provide feedback on the job profiles for their respective areas. Please note that employees will no longer be responsible for writing their position descriptions.
The following job aides will assist in navigating job profiles:
- How to Create a Job Profile Update Request (PDF, )
- How to Find Bargaining / Non-Bargaining (PDF, )
- How to Find Job Profile Certifications (PDF, )
- How to Find Job Profile Competencies (PDF, )
- How to Find Job Profile Skills (PDF, )
- How to Find Job Profile Telework Eligibility (PDF, )
- Overview of How to View Job Profile (PDF, )
- Print a Job Profile (PDF, )
- View a Job Profile (PDF, )
Job Leveling Framework (PDF, )
Job Leveling Guide (PDF, )
Job Profile Competencies (PDF, )
Job Profile Knowledge, Skills, and Abilites (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 FY24 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.