Job Classification System

Our job classification system is a role and contribution based system that assigns each job a role, level, and market-based salary range.

Roles

Each job is assigned a role based on the nature of the work. There are three roles: operations, professional and leadership.

  • An operations role provides support and services through practical application of processes, methods, and procedures. The emphasis is on performing job duties that support day-to-day operations of the business. This role typically focuses on what and how the work needs to be done. Operations roles can be either administrative/technical or academic/clinical/research.
  • A professional role provides expertise in a profession or discipline. It is concerned with applying principles, concepts, and theory. Advanced knowledge, skills and expertise is typically acquired through higher education. Professional roles can be either administrative/technical or academic/clinical/research.
  • A leadership role involves leveraging resources and staff to accomplish work. A leader translates broad vision and goals into long and short-range plans. The focus of leadership jobs is primarily on leading others.

Levels

In addition to a role, each job is assigned a level. For example, level one jobs are those whose primary contribution is to perform highly routine, structured tasks; level five jobs are those who have primary responsibility for the implementation of strategic direction set by the university’s senior leadership. The Classification Criteria Matrix illustrates the system the university uses when classifing a job. We have also created some examples of job classification levels .

Salary Range

In the role and contribution based system, each job is assigned a salary range. The compensation analyst gathers market pay data for a job using compensation surveys purchased from third-party organizations and other sources as appropriate. Using this information, the compensation analyst determines the Market Reference Point for a job which is then used to assign the job to a salary range. A job is assigned to a salary range whose midpoint more closely reflects pay in the market.

When reliable and valid market pay data is not available, the compensation analyst assigns the salary range by slotting a job in relation to other jobs within the department and/or across the university for which market data exists.

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