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Resource Library

Career Path Resources

We are excited about the new opportunities for staff members to explore potential career paths and development areas of interest as a result of the Career Path Modernization project and are committed to supporting employees on their career path journey. Some great resources for staff to get started include:

  • Self-led Career Navigation: MyCareer Plan – The specialized career plans are designed to help you find your career pathway by offering tools to align your skills with your interests by completing self-assessments. There are also worksheets to assist you with setting goals and determining what motivates you, along with tips on interviewing, and resume and cover letter writing.
  • Take Control of Your Future: Career Development 101 – In this MyPath course, you’ll learn how to map out a career development plan and track progress with your manager in order to build skills and competencies. You’ll also discover how to assess progress toward your goals, and create a career plan that’s personally and professionally rewarding and fulfilling.
  • Creating Your Career Plan Playlist – In this MyPath playlist (search “careerpath”), reflect on your personal strengths, interests, and values to identify the best career pathway. This will enhance your ability to create a career development plan to achieve your goals.

Employee Forums

As the Career Path Modernization (CPM) Project moves forward, engaging and involving our faculty and staff is critical to ensuring success. In this spirit, we will host multiple Employee Forums throughout the course of the project where employees can learn more about CPM and directly engage with the Project Leadership Team.

Each session will be available for remote attendance via Zoom. ASL Interpreters and live transcription will be available at each event. Participants should enable “show subtitles” to view transcription. For departments who have limited computer access and request, managers can request computer/space for staff to watch the recorded presentation by emailing cpm@rochester.edu.

In advance of the sessions, we encourage you to use the CPM feedback form to share any questions or comments. The session content, including the slides and a recording, will be made available online once the sessions are complete.

Community update

Access the presentation slides or watch a recording of the sessions.

Watch past Employee Forums

March 2, 2022

September 2, 2021

Recording

Community update

Access the presentation slides or watch a recording of the sessions.

Past Forums

March 2, 2022

September 2, 2021

Videos

Glossary

Benchmark Jobs

Jobs whose major responsibilities and requirements are clear, consistent and common in the market. Data is widely available for these jobs, generally from salary surveys. Benchmark jobs are used in the Career Path Modernization project as anchors to help ensure all University jobs are assigned appropriately in the new job structure. As an example, once the placement of our existing Staff Accountant role is identified, it becomes easier to determine the placement of our Junior and Senior level Accountant roles.

Career Paths

The growth or trajectory an employee can take in their career. Career paths are important for employees to plan their future, enhance their skills and knowledge to master their current jobs, or identify paths for transfers, promotions and other movement. CPM will empower employees by creating an understandable job structure that clearly articulates career path opportunities.

Career Streams

Component of the job structure that represents career types within the University, characterized by distinct responsibilities. Some examples of career streams may be Clinical, Support, Professional and Management. Career streams – in conjunction with job level, job family and job sub-family – help provide clarity on how employees can develop and progress in the organization in alignment with the organization’s needs.

Competitive Compensation Assessment

An analysis of an organization’s compensation plans, programs, philosophy and competitive position.

Compensation Philosophy

A formal statement defining the guiding principles of an organization’s position on employee compensation. It explains the rationale behind employee pay and creates a framework for consistent pay.

Job Evaluation

The objective process of analyzing each individual position and establishing and assigning it to the right job profile within our job structure. The job evaluation process considers factors such as what the responsibilities of the role are, its relationship to other jobs, the skills needed, and more.

Job Family

An organizational function composed of distinct, yet related, disciplines or departments (e.g., Finance, Clinical, Academic & Student Services, etc.).

Job Levels

Hierarchical position of jobs in the job structure based on incremental differences in job leveling factors.

Job Leveling Factors

The criteria used to determine the appropriate job level for a job within the job structure, including:

Organizational Impact – Nature and scope of influence a job has on its area of responsibility.

Communication & Influence – Nature of communication a job is responsible for, and the level of influence required.

Innovation & Complexity – Degree to which a job needs to identify and devise solutions to problems and the level of autonomy to make decisions.

Leadership & Talent Management – Responsibility for people development, including supervision, training, coaching and performance management.

Knowledge & Experience – Level of expertise required to fulfill job responsibilities as defined by minimum levels of formal education and/or work experience.

Job Sub-Family

Sub-groups within a job family that share more specific job requirements and skills (e.g. Finance sub-families might include Accounting, Financial Planning & Budgeting and Payroll & Tax).

Job Library

The catalog of jobs available within an organization.

Job Profile (Job Classification)

Reflects core responsibilities and qualifications of a job that are common across departments. Profiles guide the organization of jobs into a job structure, providing a foundation for compensation analysis, equity and career pathing. Job profiles are more generic than position descriptions. Previously referred to as a generic job description.

Job Structure

A system which organizes jobs into groups that share common functional responsibilities and similar types of education, experience and skill requirements. Creating a modern, relevant job structure is at the heart of CPM.

Job Title

An official title that describes a role, its responsibilities and level within an organization.

Job Titling Convention

Guidelines that provide consistent titles for positions based upon duties and responsibilities. Consistent titling supports the organization’s ability to accurately identify and assess jobs for similarity in function, level and accountability. It is a key factor in supporting employee identification of career paths and job opportunities.

Mapping

The process that occurs following job structure creation in order to assign individual job profiles to the new job structure.

Market(s)

To attract and retain the best talent, the University competes for talent in multiple markets, among differing industry sectors, in different geographical locations, and with different types of employers. This includes public and private universities, comparable medical centers and teaching hospitals, comparable research institutions, and other for-profit and not-for-profit industries. The relevant market for each position is defined differently and depends on a number of factors, such as skills needed, priority of the role and candidate pool.

Market Pricing

The process of identifying the appropriate markets, factors and guidelines to use when matching jobs to the market by identifying comparable jobs in compensation surveys.

Market Salary

Refers to the salary that employers pay employees for comparable roles. The University defines its market as the institutions with which we compete for talent, including but not limited to public and private universities, top medical centers and teaching hospitals, top research institutions, and other for-profit and not-for-profit industries.

Non-Benchmark Jobs

Jobs that do not have widely-available salary data, often because they are unique to the University and therefore uncommon in the market. Alternatively, non-benchmark jobs may be part of a progression of jobs, such as jobs in a I, II, III, IV progression, in which some of the jobs are benchmark jobs to act as a preliminary reference point when building the job structure. Any jobs in-scope of the CPM project that are not “Benchmark jobs” are “Non-Benchmark”.

Pay Administration Guidelines

The general terms, parameters, processes, policies and procedures involved in salary administration. Pay administration guidelines include our Wage & Salary Program.

Pay Equity

Compensating employees equally when they perform substantially similar work or job duties, while accounting for education, experience, and job-related performance under similar working conditions. Factors such as age, race, creed, national origin, sexual orientation, military status, sex, disability, genetic predisposition or carrier status, marital status, or other factors prohibited by law, may not be considered in pay decisions.

Pay Structure

The pay structure consists of pay ranges strategically positioned to reflect the market.

Position Description

Includes an individual position’s purpose, duties, responsibilities, and the qualifications and skills required. It also includes a list of common tasks, physical requirements, and reporting relationship. These are used for several purposes, including recruitment classification and performance evaluation. A position description is more detailed than a job profile and is often specific to a particular department or position. Previously referred to as functional, job-specific, or position-level description.

Total Compensation

The complete pay package awarded to an employee that includes both salary and the monetary value of all benefits received.

Total Rewards

Our Total Rewards program goes beyond basic benefits and compensation. It’s also about providing resources and services to help employees manage all aspects of work/life balance. From health care plans and retirement plans, to tuition assistance and home ownership programs, the University of Rochester empowers employees to live their best lives.

Archive: Job Classification Validation MyPath Exercise

Job Classification Validation

Overview

One of the most important components of the Career Path Modernization (CPM) project is the validation of staff job classifications (such as “Technical Associate,” “Academic Counselor,” or “Project Nurse”), to ensure staff members are in a job classification that best represents the work they do. During this process, all jobs which are part of the CPM project will be reviewed to ensure that job descriptions accurately reflect the nature of the work.

Since CPM kicked off, the Project Team has been working in partnership with leaders, staff, and key stakeholders to review job descriptions to ensure they accurately reflect the work that staff are doing. We plan to continue that process for the majority of jobs included in the scope of the project. Examples of these roles include many jobs in our clinical environments such as RNs and Medical Technologists.

An additional MyPath job classification validation exercise will be used for jobs where there may be some degree of variability. The intent of this exercise is to ensure that staff members are in a job classification that best represents the work they do. For example, the “Administrator” classification is known to include a number of different types of jobs. Several hundred job classifications will be participating in the MyPath process. Starting the week of September 19, we will be asking supervisors, with staff input, to help us validate certain job classifications by providing key information on each staff member’s position. This will be accomplished via a form with step-by-step instructions.

MyPath Validation Exercise: Key Steps and Timeline

All dates are 2022 unless indicated otherwise

1. Supervisor Documentation
Supervisor provides key position information in MyPath; submits to staff member for review.

      September 19 – October 14

2. Staff Member Review
Staff member reviews key position information and provides input in MyPath on anything significant they believe is missing or not represented accurately; returns to supervisor. Tips to help staff with this step are available.

      14 calendar days from submission of supervisor documentation

3. Supervisor Review
Supervisor discusses the staff member’s input with them and makes any necessary updates; submits for department review.

      14 calendar days from submission of staff member input

4. Department Review
Department designee facilitates the department review process; submits to Compensation.

      by December 16

5. Compensation Review
Compensation reviews the key position information to validate the job classification.

      Through Summer 2023

MyPath Exercise

Explore a full list of jobs being validated through the MyPath exercise.

Please Note: Jobs that are marked with an Asterisk (*) contain staff in both the MyPath Review process and the General CPM Review Process. Staff in these roles should contact their immediate supervisor to confirm which review method has been assigned to them.

This list is searchable by job title when the title is entered in the Search Box exactly as it is recorded in HRMS. Your job title may be abbreviated in HRMS.

To confirm your job title:

  1. Login to HRMS
  2. Navigate to the ‘Main Menu’ button
  3. Select ‘Self Service’ from the drop down list that appears
  4. Select ‘Personal Information’ from the drop down list that appears
  5. Select ‘Personal Details’ from the drop down list that appears – you will see your Job Title in the top left corner underneath your name. Please note many job title abbreviations have been spelled out in the list below to be more easily searchable.
Job CodeJob Title
1685Academic Advisor
1688Academic Counselor
1255Academic Operations Manager, AS&E
1654Academic Pgm Coordinator
594Accounting Bookkeeper III
595Accounting Bookkeeper IV*
8484Accounts Payable Analyst
1329Accounts Payable Manager
7484Accounts Payable Specialist I
7485Accounts Payable Specialist II
8485Accounts Payable Sr Analyst
8487Accounts Payable Travel Admin
1289Admin & Finance Manager, Student Suppt*
1256Administrative Assistant*
1258Administrator DOE HEP Contract
1254Administrator I*
1252Administrator II*
1250Administrator III*
1572Administrator Security
1605Admissions Counselor
1604Admissions Officer
8114Affirmative Action & Office Coordinator
8851Analyst/Programmer Jr*
8854Analyst/Programmer Lead*
8853Analyst/Programmer Sr*
7596Analyst/Programmer Trainee
8852Analyst/Programmer*
1703Art Librarian, MAG
514Assistant Supervisor Mail Services
1743Assistant Coach
1780Assistant Concert Office Manager, ESM
1305Assistant Controller
1651Assistant Dean Div, AS&E, Director BIC
1667Assistant Dean Residential Life, ESM
1715Assistant Dean River Campus Libraries
1661Assistant Dean Undergrad Affairs*
1749Assistant Debate Coach
1652Assistant Director Admiss Programming Events
1601Assistant Director Admissions
1370Assistant Director Budget Office
1691Assistant Director Career Management, Simon School
1692Assistant Director Col Center Academic Support
1592Assistant Director Cont Professional Education, SMD
1210Assistant Director Development Office
1477Assistant Director Environ Services, SMH
1426Assistant Director Facilities Oprs
1375Assistant Director Finance & Admin, SMD
1608Assistant Director Financial Aid
1666Assistant Director For Residential Life
1220Assistant Director Public Relations
1635Assistant Director Univ Conf/Event Office
799Assistant Guest Services Manager, MAG
1364Assistant Manager Finance
1284Assistant Payroll Manager
2074Assistant Quality Officer, SMH
1633Assistant Registrar, SMD
1777Assistant Stage Oprs Manager, ESM
7208Assistant Supervisor Clin Neuro
177Assistant Supervisor Courier Services
9553Assistant Supervisor Imag Ultrasound-Inpt
9543Assistant Supervisor Imaging IR-Inpt
9523Assistant Supervisor Imaging MRI-Inpt
7207Assistant Supervisor Neuromusc Dis/EMG
7189Assistant Supervisor OB/GYN
7074Assistant Supervisor Parking Services
7214Assistant Supervisor Vascular Surgery
8418Assistant to Director Univ Facilities & Services
1065Assistant/Assoc Dean Administration
1301Assoc Controller
1649Assoc Dean Academic/Intrenational Affairs,ESM
1771Assoc Dean ECMS, ESM
1714Assoc Dean River Campus Libraries
1712Assoc Dean/Head Librarian, ESM
1617Assoc Director Admissions
1672Assoc Director Admissions, Simon School
1678Assoc Director Career Center
1690Assoc Director Career Services, Simon School
1693Assoc Director College Center Academic Support
1209Assoc Director Development Office
1367Assoc Director Digital Content Strategy
8870Assoc Director Educational Outreach
1288Assoc Director Government Relations
1123Assoc Director Learning & Development*
2000Assoc Director Marketing
1423Assoc Director Res Halls Operations
1663Assoc Director Residential Life
8117Assoc Director Sex Miscon Prev Resp
1459Assoc Director Univ Facilities & Services
1230Assoc Director Univ Public Relations/Edit
1102Assoc Director, ORPA
1225Assoc Editor/Writer Public Relations
1357Assoc Internal Auditor
2073Assoc Quality Officer, SMH
1631Assoc Registrar
8631Assoc University Registrar
8435Associate Project Manager
1727Athletic Programs Manager
1742Athletic Trainer
445Audiovisual Tech
2072Billing Administrator
578Building & Mail Assistant I
1489Building Services & Prog Administrator
506Bulk Mail Assoc
1627Bursar, SMD
8895Business Continuity Program Manager
468Cashier, Patient Accounts Office
1562Category Director, Procurement
1560Category Manager, Procurement
2095Central Service Educator
2185Chemical Dependency Counselor
2130Chief Nursing, UHS
8030Chief Supervisor Clinical Neuro
2032Claims Investigator
2192Clinical Coordinator, Psych Program
8081Clinical Research Associate (S)
8080Clinical Research Coordinator (S)
8090CMSE Ops Site Support Manager
1747Coach/Recreation Specialistialist I
8490Commissioning Manager
8877Communications Analyst*
1243Communications Manager, ESM
2132Community Liaison, URMC
2002Compliance Analyst/Trainer*
8050Continuous Improvement Specialist, CI
1380Controller & Director Admin, LLE
1594Coordinator Specialistial Events
1228Copy Coordinator
1625Counselor, Career Center
1397Creative & Design Manager
1770Creative Workshop Director
7075Curriculum Coor Creative Wkshp
1554Customer Service Manager, Procurement
568Customer Service Rep, Procurement
7494Data Analyst Coordinator I, Prim Care
7496Data Analyst Coordinator II, Prim Care
8494Data Analyst Supervisor, Prim Care
8822Data Base Administrator*
489Data Control Clerk I*
490Data Control Clerk II*
8845Data Syst Integ & Rpting Manager
302Dental Sterilization Specialist
1207Development Assoc
1204Development Manager
1200Development Pgm Assistant
1366Digital Asset Management Lead
1653Director Administration, AF&E
1600Director Admissions
1618Director Admissions, ESM
1607Director Admissions, SMD
1647Director Admissions, SS
1745Director Athletics & Recreation
1417Director Building & Technology Services
2254Director Campus Din Services & Aux Oprs
1244Director Clinical Research
2503Director Communications & Mkt
1231Director Communications, ESM
2077Director Compliance
1778Director Concert Activities, ESM
8119Director Culturally Responsive Management
1208Director Development
1410Director Diversity, UF&S
1697Director Education Abroad
1181Director EEO Investigations
2330Director Environmental Health & Safety
8415Director Environmental Services, SMH
8113Director Equity & Inclusion
1373Director Finance, Advancement
1609Director Financial Aid
1620Director Financial Aid, SMD
2049Director Financial Services, SMH
1342Director Financial Systems
1280Director Government Relations UR
2375Director Health Promotion, UHS
1130Director HR Operations*
8840Director Information Technology, Simon School
1773Director Institute Music Leadership
1229Director International Relations
1261Director Marketing & Exec Seminars, SS
2309Director Materials Management
2008Director Med Center Finance
1658Director Minority Student Affs/HEOP
2168Director Program Analysis & SC Management
8115Director Public Relations & Engagement E&I
1575Director Public Safety
1718Director Rare Books & Specialist Col
2190Director Reg & Billing Compl, Psych
1659Director Religious & Spiritual Life
1664Director Residential Life
1340Director Specialistial Projects Fin
2012Director Strategic Planning, MC
1550Director Sys Value Analysis Pgm
1694Director Teaching Center
1076Director Univ Engagement
1419Director Univ Facilities
2016Director Value Analysis, SMH
8486Director, Accounts Payable
8116Diversity Advoc DEI Pgms, DOM
2096Education Development Manager
2099Education Manager, Lab Med
2137Education Manager, Pediatrics
448Educational Media Specialist III
449Educational Media Specialist IV*
8451Electrical Engineer
332Electronic Technician II
334Electronic Technician IV
2331Emergency Preparedness Manager
8402Energy Engineer
1781Ensemble Oprs Manager, ESM
8581Environmental Compliance Specialist
1478Environmental Services Manager
1483Environmental Services Supervisor, MC
1591Event Planner
1278Exec Assistant to CEO URMC/Sr VPHS
1275Exec Assistant to Pres/CEO & CMO
1277Exec Assistant To President/Provost
1279Exec Assistant To Sr VP Admin & CFO
1276Exec Assistant to VP & Director LLE
1263Exec Director Mkt & Com, Simon Sch
1350Exec Director Univ Audit
1744Exec Secy Univ Athletic Assoc
1111Export Control Officer
1463Facilities Manager Oprs/Main, Fac
8056Fam & Commun Engagement Manager CI
8054Fam & Commun Engagement Specialist CI
1334Financial Accounting Specialist
1619Financial Aid Admin, ESM
1612Financial Aid Counselor I
1611Financial Aid Counselor II
1363Financial Analyst
2025Financial Analyst, SMH
7335Fire Safety InSpecialisttor II
8582Fire Safety Specialistialist
1235Graphic Designer
1221Graphics Coordinator
1606Guest Relations Coordinator
7337Hazardous Waste Tech
1740Head Coach
1748Head Trainer/Admin Sports Med
2373Health Educator, UHS
2427Health Physicist
2042Health Project Coordinator
475Health Project Counselor
374House Manager, ESM
1482Housekeeping Supervisor/Assistant Supervisor
2080Human Subject Res Coordinator I*
2081Human Subject Res Coordinator II*
561Human Subject Res Coordinator Trnee
1194Immigration Advisor
1198Immigration Specialistialist
2426Industrial Hygienist
1563Info Analyst, Procurement
480Info Tech Merchandiser*
365Info Tech Supt Spec I*
366Info Tech Supt Spec II*
1267Information Analyst I
1266Information Analyst II*
1565Information Director, Procurement
8130Instructional Designer Assoc
8131Instructional Designer Sr*
347Instrument Model Maker A
1094Investigator, Policy 106
1320Investment Analyst
1322Investment Officer
2197ITP Coordinator, Addiction Psych Service
587Jr Accountant
1291Jr HR Compensation Analyst*
1765Laboratory Engineer
7307Laboratory Technician I (S)
307Laboratory Technician I*
309Laboratory Technician II
7309Laboratory Technician II (S)*
7311Laboratory Technician III (S)*
311Laboratory Technician III*
313Laboratory Technician IV
7313Laboratory Technician IV (S)*
315Laboratory Technician V
7315Laboratory Technician V (S)
513Library Assistant IV
1709Library Professional I
1708Library Professional II
1707Library Professional III
1706Library Professional IV
1705Library Section Supervisor
867Mail Services Clerk
8082Manager Clin Res Coordinator (S)
1091Manager Disability Resources
2424Manager Environ Compliance, EH&S
8428Manager Facilities Construction
2024Manager Finl Management & Rpt, SMH
1425Manager Horticulture/Grds,Univ Fac
1779Manager Instrument Services
1326Manager Investment Admin & Rpting
1324Manager Investment Oprs
1465Manager Parking Service Operations
1150Manager Payroll
1571Manager Security
1466Manager Transportation
1352Manager Univ Audit
2390Manager URMC CCCM Pgm
8871Manager, Credentialing
8070Manager, Education & Quality, SPD
8735Manager, Interpreter Services
8872Manager, Payer Enrollment
1274Marketing Coordinator
1248Marketing Manager
1272Marketing Specialistialist*
508Medical Files Clerk II
7103Medical Lab Technician, UHS
8849Methods & Procedures Anal Sr
378Musical Instrument Tech
1566MWBE Director, Procurement
8865Opr Sys Analyst/Prog
8864Opr Sys Analyst/Prog Jr
8867Opr Sys Analyst/Prog Lead*
8866Opr Sys Analyst/Prog Sr*
1570Oprs Director, Procurement
2313Oprs Manager Matls Supply, SMH
2310Oprs Supervisor Matls Supply, SMH
487Oprs Support Specialistialist, UF&S
471Outpatient Access Lead*
7500Paralegal
539Patient Access Assoc
495Payroll Processing Specialist
1151Payroll Processing Supervisor
7401Peer/Family Advocate
2091Performance Improvement Specialist
7357Pest Management Specialistialist Sr
1184Pgm Coordinator, HR Develop
572Pgm Trainee
2504Phlebotomy Training Pgm Coordinator
377Piano Technician
1433Plan/Schedule/Estimating Coordinator
1431Prevent Mainten Admin, Fac
1441Preventative Maint Manager, Fac
2167Proj Director, Sys & Data Transform
1699Proj Manager/Bus Analyst, RCL
573Project Assistant*
8434Project Coordinator, Univ Fac & Services
8838Project Director Info Systems*
1621Project Director, Admissions
8422Project Exec, Univ Fac & Services
1177Project Manager, Human Resources*
8420Project Manager, Univ Fac & Services
8423Project Manager, Value Analysis
1158Project Representative*
1236Public Info Coordinator, Public Relations
1224Public Relations Assistant
1238Publications Design Manager
565Purchasing Assistant
2191QA & Compl Specialist, Lab Med
7338QA Tech, Radiation Safety
2193Quality Systems Manager, Lab Med
535Receptionist Clerk I
536Receptionist Clerk II
537Receptionist Clerk III*
8197Referral & Intake Liaison
429Referral & Prior Auth Lead*
1644Registrar, ESM
1638Registrar, Simon School
1640Registrar, SMD
1642Registrar, SON
1639Registrar/Director Student Aff,EIOH
1113Regulatory Specialist I, RSRB
1114Regulatory Specialist II, RSRB
2248Rehabilitation Therapist
1106Research Admin I, ORPA
1105Research Admin II, ORPA
9151Research Data Engineer II
9153Research Data Engineer IV
621Research Nurse
1767Research Program Manager
1668Residential Life Resident Director
1486Safety & Compliance Coordinator
556Secretary II
557Secretary III*
558Secretary IV*
2314Service Supervisor Matls Supply, SMH
7363Simulation Lab Assistant
7364Simulation Tech
2184Social Worker
8820Software Specialistialist
8821Software Specialistialist Sr
1333Sr Accountant*
1772Sr Advisor to the Dean, ESM
1070Sr Assoc Dean Admin & Finance, ESM
1603Sr Assoc Director Admissions
1689Sr Assoc Director Col Center Academic Support
1561Sr Category Manager, Procurement
2186Sr Chemical Depend Counselor
1643Sr Counselor, Career Center
569Sr Cust Service Rep, Procurement
8118Sr Director Opns & Affirm Act Officer
8271Sr Facilities Planner
1308Sr Financial Anal, Univ Finance
2027Sr Financial Analyst*
2041Sr Health Project Coordinator
2082Sr Human Subject Res Coordinator
2425Sr Industrial Hygienist*
1564Sr Info Analyst, Procurement
1265Sr Information Analyst*
1355Sr Internal Auditor
1764Sr Laboratory Engineer
516Sr Library Assistant
1761Sr Manufacturing Engineer
8474Sr Nurse Educator*
8124Sr Nurse Practitioner, UHS
502Sr Payroll Processing Specialist
2014Sr Planning Analyst, SMH
8421Sr Project Manager Univ Fac & Services
7406Sr Psychiatric Case Manager
1548Sr Purchasing Manager
1109Sr Regulatory Specialist, RSRB
2422Sr Sanitarian
7365Sr Simulation Tech
2181Sr Social Worker
7618Sr Staff Nurse, UHS
438Sr Student Insur Advisor, UHS
8018Sr Systems & Methods Analyst
1750Sr Technical Assoc
700SS Aide I
701SS Aide I (KS)
706SS Aide II
702SS Aide II (KS)
704SS Aide III
745SS Aide V
574SS Assistant
1156SS Assoc II
1157SS Assoc III
575SS Receptionist/Clerk
576SS Secretary/Typist
577SS Sr Secretary
384SS Tech II
385SS Tech III
1336Staff Accountant*
1139Staff Develop Coordinator
7617Staff Nurse, UHS
1682Staff Psychologist
1756Staff Scientist, SMD*
836Stage Assistant
835Stage Hand
1776Stage Oprs Manager, ESM
1775Stage Production Artist
486Student Acct Rep II
316Supervisor Laboratory Technican V
1531Supervisor Mail & Courier Services
1268Supervisor Mail Services
1533Supervisor Stockroom Operations
1430Supervisor Work Ctl Center, Univ Fac
2315Supply Chain Data Analyst
4100Supply Chain Specialist I
1769Support Mees Observatory
8017Systems & Methods Analyst*
2166Systems & Methods Manager
1752Technical Assoc I
1753Technical Assoc I (R)
8752Technical Assoc I (S)*
1754Technical Assoc II (R)
8751Technical Assoc II (S)*
1751Technical Assoc II*
8750Technical Assoc-Sr (S)*
1107Technology Licensing Assoc
1362Treasury Analyst
1359Treasury Manager
1315Univ Bursar
1090Univ Intercess & Dbl Comp Director
Providing Key Position Information

A preview of the MyPath Key Position Information form is available here .

Supervisors, with staff input, will be asked to provide:

  • The top 3-5 job responsibilities, including percentage of time.
  • The job scope by answering questions on problem solving, autonomy, goals and objectives, impact of errors, and interactions with others.
  • Supervisory and financial responsibilities, including the authority to hire, manage performance, and terminate employment, as well as the extent of financial responsibilities.
  • Knowledge and experience by documenting the level of expertise required to fulfill job responsibilities, as defined by minimum levels of formal education and/or work experience.
Compensation's Review

First, Compensation experts will group similar jobs together for reviews to ensure consistency across the institution and clear, accurate paths for career growth.

Next, Compensation will review the key position information provided against the existing job classification to determine if the current classification is correctly aligned. They will reach out to the supervisor via the HR Business Partner if additional information is needed.

If the current classification is not the most suitable for the position, Compensation will consider whether an existing job classification would be more appropriate.

If it is determined that the position would be better suited for a classification that does not exist, Compensation will create one that properly reflects the job requirements.

Determinations

The Compensation team will be performing thorough reviews of thousands of jobs and will work to complete them as quickly as possible while maintaining accuracy. Determinations – either to keep the current job classification or transition to a new one, and if so which one – will be communicated and implemented on a rolling basis, with a goal of completing all reviews by summer 2023. Some final determinations, communications, and/or effective dates may be delayed to allow for a holistic review across the organization and any unique or complex factors that may arise in the course of reviews. If a staff member or supervisor disagrees with the determination, they will have the opportunity to appeal. Additional information on the appeals process will be shared later this calendar year.

Staff Tips for the MyPath Job Classification Validation Exercise

As a part of the Career Path Modernization (CPM) project’s job classification validation, several hundred jobs will be reviewed through an exercise in MyPath specifically for jobs that may have some degree of variability in how the job classification is utilized. Throughout Fall 2022, we are asking supervisors, with staff input, to help us validate certain job classifications by providing key information on each staff member’s position. Below are tips for staff members participating in the job classification validation exercise in MyPath.

Tip 1: Brush Up on the Basics

Understand your role in the process

One of the most important components of the Career Path Modernization (CPM) project is the phase we are in currently, which is the validation of staff job classifications (such as “Technical Associate,” “Academic Counselor,” or “Project Nurse”), to ensure staff members are in a job classification that best represents the work they do.

You have been asked to participate in the MyPath job classification validation exercise because there may be some degree of variability to your job classification. The intent of this exercise is to ensure that all staff members are in a job classification that best represents the work they do. For example, the “Administrator II” classification is known to include a number of different types of jobs.

Starting the week of September 19, we asked supervisors to begin the process of validating certain job classifications by providing key information on each staff member’s position in MyPath. You will then have the opportunity to provide your thoughts and feedback on what your supervisor provided in the MyPath Job Classification Validation Task. Once you receive the task in MyPath from your supervisor, you will have 14 calendar days to provide your thoughts. If additional time is needed, any step in the process can be reopened.

Tip 2: Hit the High Points

Focus on your top 3-5 job responsibilities, not everything you do.

Your supervisor, with your input, will be asked to list the top 3-5 job responsibilities of your role and approximately what percentage of your time you spend completing those tasks.

To help ensure Compensation receives the information needed to validate your job classification, keep these best practices in mind:

  • Focus on the things that are absolutely essential to your job. Ask yourself – What is the primary reason my job exists?
  • Though all your work is important, not every duty needs to be captured in this exercise; only the core responsibilities that you are performing the majority of the time.
  • For each job responsibility, provide a general sense of the percentage of time you spend doing that task It does not need to equal 100%. 80% is a good target.
  • Remember to only document your job responsibilities as they are today, rather than as they were in the past or might be in the future.
  • Focus on your required job responsibilities, not the “nice to have” tasks you may do that go above and beyond your actual job requirements.
Tip 3: Capture Minimum Qualifications

Capture the knowledge and experience necessary to perform your top job responsibilities; do not include “preferred” knowledge and experience as one might in a job posting.

When providing input on the minimum level of expertise necessary to fulfill job responsibilities, be sure to:

  • Define the knowledge and experience needed to perform the job. This includes the minimum level of formal education and/or work experience. If someone could do the job without a certain qualification or experience, then it is a “preferred qualification” rather than a minimum requirement, and should not be listed.
  • Base the education and experience requirements on what is required to do the job, not on what you, the person in the position, has or does not have.
Tip 4: Have a Constructive Conversation

Share your perspectives with your supervisor, and listen openly to theirs.

After you provide feedback in MyPath, your supervisor will have an opportunity to review your comments. This step can provide a more robust, accurate depiction of the position, which is very beneficial to the overall exercise. Best practices for a constructive conversation include:

  1. Prepare for the potential of additional discussion with your supervisor outside of the interaction you have with each other within the MyPath system. Openly share your understanding of the key position information during these additional discussions.
  2. Consider your supervisor’s perspectives with an open mind.
  3. Understand the roles of both yourself and your supervisor in this step:
    1. You have experience in the role and provide important input.
    2. Ultimately, it is the supervisor’s responsibility to determine work assignments on the team based on department/school needs.
  4. Have an understanding of what changes have been made based on your input.
  5. If you feel additional support is needed when working towards a shared understanding of the key position information, you can ask your supervisor to engage your department designee and/or your HR Business Partner for assistance.
Tip 5: Understand Next Steps

Understand what will happen with the information you and your supervisor provide after it’s submitted.

Once your Job Classification Validation task has been completed by you and your supervisor, it will be sent along for department review. Department reviews are facilitated locally by a department designee to meet the department’s unique review needs. The review process may include additional leadership reviews, comparison of similar jobs for consistency in approach, and consideration of how responsibilities are described to ensure accuracy and effectiveness.

Once the department review process is completed, the responses will be reviewed by a combination of internal and external compensation experts. First, Compensation will group similar jobs together for reviews to ensure consistency across the institution and clear, accurate paths for career growth. Next, Compensation will review the key position information provided against the existing job classification to determine if the current classification is correctly aligned. They will reach out to the supervisor via the HR Business Partner if additional information is needed.

If the current classification is not the most suitable for the position, Compensation will consider whether an existing job classification would be more appropriate.

If it is determined that the position would be better suited for a classification that does not exist, Compensation will create one that properly reflects the job requirements.

The Compensation team will be performing thorough reviews of thousands of jobs and will work to complete them as quickly as possible while maintaining accuracy. Outcomes will be communicated and implemented on a rolling basis, with a goal of completing all reviews by summer 2023. Some final determinations, communications, and/or effective dates may be delayed to allow for a holistic review across the organization and any unique or complex factors that may arise in the course of reviews.

If a staff member or supervisor disagrees with the determination, they will have the opportunity to appeal. Additional information on the appeals process will be shared in early 2023.

Staff Tips for the MyPath Job Classification Validation Exercise

As a part of the Career Path Modernization (CPM) project’s job classification validation, several hundred jobs will be reviewed through an exercise in MyPath specifically for jobs that may have some degree of variability in how the job classification is utilized. Throughout Fall 2022, we are asking supervisors, with staff input, to help us validate certain job classifications by providing key information on each staff member’s position. Below are tips for staff members participating in the job classification validation exercise in MyPath.

Tip 1: Brush Up on the Basics

Understand your role in the process

One of the most important components of the Career Path Modernization (CPM) project is the phase we are in currently, which is the validation of staff job classifications (such as “Technical Associate,” “Academic Counselor,” or “Project Nurse”), to ensure staff members are in a job classification that best represents the work they do.

You have been asked to participate in the MyPath job classification validation exercise because there may be some degree of variability to your job classification. The intent of this exercise is to ensure that all staff members are in a job classification that best represents the work they do. For example, the “Administrator II” classification is known to include a number of different types of jobs.

Starting the week of September 19, we asked supervisors to begin the process of validating certain job classifications by providing key information on each staff member’s position in MyPath. You will then have the opportunity to provide your thoughts and feedback on what your supervisor provided in the MyPath Job Classification Validation Task. Once you receive the task in MyPath from your supervisor, you will have 14 calendar days to provide your thoughts. If additional time is needed, any step in the process can be reopened

Tip 2: Hit the High Points

Focus on your top 3-5 job responsibilities, not everything you do.

Your supervisor, with your input, will be asked to list the top 3-5 job responsibilities of your role and approximately what percentage of your time you spend completing those tasks.

To help ensure Compensation receives the information needed to validate your job classification, keep these best practices in mind:

  • Focus on the things that are absolutely essential to your job. Ask yourself – What is the primary reason my job exists?
  • Though all your work is important, not every duty needs to be captured in this exercise; only the core responsibilities that you are performing the majority of the time.
  • For each job responsibility, provide a general sense of the percentage of time you spend doing that task It does not need to equal 100%. 80% is a good target.
  • Remember to only document your job responsibilities as they are today, rather than as they were in the past or might be in the future.
  • Focus on your required job responsibilities, not the “nice to have” tasks you may do that go above and beyond your actual job requirements.
Tip 3: Capture Minimum Qualifications

Capture the knowledge and experience necessary to perform your top job responsibilities; do not include “preferred” knowledge and experience as one might in a job posting.

When providing input on the minimum level of expertise necessary to fulfill job responsibilities, be sure to:

  • Define the knowledge and experience needed to perform the job. This includes the minimum level of formal education and/or work experience. If someone could do the job without a certain qualification or experience, then it is a “preferred qualification” rather than a minimum requirement, and should not be listed.
  • Base the education and experience requirements on what is required to do the job, not on what you, the person in the position, has or does not have.
Tip 4: Have a Constructive Conversation

Share your perspectives with your supervisor, and listen openly to theirs.

After you provide feedback in MyPath, your supervisor will have an opportunity to review your comments. This step can provide a more robust, accurate depiction of the position, which is very beneficial to the overall exercise. Best practices for a constructive conversation include:

  1. Prepare for the potential of additional discussion with your supervisor outside of the interaction you have with each other within the MyPath system. Openly share your understanding of the key position information during these additional discussions.
  2. Consider your supervisor’s perspectives with an open mind.
  3. Understand the roles of both yourself and your supervisor in this step:
    1. You have experience in the role and provide important input.
    2. Ultimately, it is the supervisor’s responsibility to determine work assignments on the team based on department/school needs.
  4. Have an understanding of what changes have been made based on your input.
  5. If you feel additional support is needed when working towards a shared understanding of the key position information, you can ask your supervisor to engage your department designee and/or your HR Business Partner for assistance.
Tip 5: Understand Next Steps

Understand what will happen with the information you and your supervisor provide after it’s submitted.

Once your Job Classification Validation task has been completed by you and your supervisor, it will be sent along for department review. Department reviews are facilitated locally by a department designee to meet the department’s unique review needs. The review process may include additional leadership reviews, comparison of similar jobs for consistency in approach, and consideration of how responsibilities are described to ensure accuracy and effectiveness.

Once the department review process is completed, the responses will be reviewed by a combination of internal and external compensation experts. First, Compensation will group similar jobs together for reviews to ensure consistency across the institution and clear, accurate paths for career growth. Next, Compensation will review the key position information provided against the existing job classification to determine if the current classification is correctly aligned. They will reach out to the supervisor via the HR Business Partner if additional information is needed.

If the current classification is not the most suitable for the position, Compensation will consider whether an existing job classification would be more appropriate.

If it is determined that the position would be better suited for a classification that does not exist, Compensation will create one that properly reflects the job requirements.

The Compensation team will be performing thorough reviews of thousands of jobs and will work to complete them as quickly as possible while maintaining accuracy. Outcomes will be communicated and implemented on a rolling basis, with a goal of completing all reviews by summer 2023. Some final determinations, communications, and/or effective dates may be delayed to allow for a holistic review across the organization and any unique or complex factors that may arise in the course of reviews.

If a staff member or supervisor disagrees with the determination, they will have the opportunity to appeal. Additional information on the appeals process will be shared in early 2023.