51¾«Æ·ÊÓƵ

Vice Chancellor for Human Resources James W. Gallaher Jr. and project leads Shahfar Shaari and Maureen Pastin shared Compensation Modernization Project updates with 51¾«Æ·ÊÓƵ colleagues at Tuesday’s Staff Council Spotlight session, with hundreds tuning in live. Here are the top 5 takeaways from the event.

More information is available on the or by contacting the . You can also .

Don’t know what this project is about? Read this March update to catch up.

Purpose

Gallaher reinforced the goal of the multiyear Compensation Modernization Project to provide an enhanced job-based structure for greater role clarity and consistency across the University. He also described how 51¾«Æ·ÊÓƵ’s new structure will establish a more robust system for staffing movements and pay decisions, align with job market data and increase its agility to perform equity analyses and recalibrate pay for similar jobs.

Status

The project is currently in phase two, with department administrators reviewing the new job catalog and salary range data for accuracy. The job review and calibration process will continue for several more weeks, but it is important to note that staff members’ working job titles, duties and conditions of employment will not change.

Expanded visibility

51¾«Æ·ÊÓƵ community members will have access to the new job catalog, classification levels and pay ranges around mid-July.

Communications coming

Once the new system is accessible, staff will receive an email with information and resources to better understand the new data and platform. Supervisors will also receive resources to integrate project updates with the fiscal year 2024 review process. No salaries will decrease from this project, and employees beyond their pay range will remain eligible for annual merit increases.

What’s ahead

In phase three, 51¾«Æ·ÊÓƵ will deploy staff career roadmaps to aid employees in identifying future potential pathways throughout the University. New job architecture and career development resources will also provide access to lateral options staff can pursue to diversify their experience at 51¾«Æ·ÊÓƵ. Supervisors will have access to this information to discuss and support career growth plans with employees.

Ìý

— Kathy Geller Myers, photography by Aimee Obidzinski