{"id":94402,"date":"2022-09-20T09:00:52","date_gmt":"2022-09-20T13:00:52","guid":{"rendered":"https:\/\/www.rochester.edu\/human-resources\/?p=94402"},"modified":"2023-12-28T10:59:26","modified_gmt":"2023-12-28T15:59:26","slug":"career-path-modernization-enters-next-phase","status":"publish","type":"post","link":"https:\/\/www.rochester.edu\/human-resources\/2022\/09\/20\/career-path-modernization-enters-next-phase\/","title":{"rendered":"Career Path Modernization Enters Next Phase – September 2022"},"content":{"rendered":"

<\/h3>\n

The Career Path Modernization (CPM) project<\/a> will transform our job structure, which is the foundation for how we hire, pay, develop, and advance our workforce. In a few weeks, we will advance one of the most important components of the CPM project, the validation of staff job classifications<\/u><\/strong> (such as \u201cTechnical Associate,\u201d \u201cAcademic Counselor,\u201d or \u201cProject Nurse\u201d), a process we have already begun, to ensure staff members are in a job classification that best represents the work they do.<\/p>\n

How Job Classifications Will Be Validated<\/u><\/strong><\/p>\n

All jobs which are <\/strong>part<\/strong><\/a> of<\/strong> the CPM project will be reviewed to ensure that job descriptions accurately reflect the nature of the work.<\/strong> 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.<\/p>\n

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.<\/em><\/strong> For example, the \u201cAdministrator\u201d 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\u2019s position. This will be accomplished via a form with step-by-step instructions.<\/p>\n

Beginning in summer 2023, all jobs will go through the process of being aligned to new job and pay structures.<\/p>\n

If you will be participating in the MyPath exercise, you have already likely been notified by your supervisor or someone in your department.<\/p>\n

For a searchable list of jobs being validated through the MyPath exercise, please click here<\/a>.<\/p>\n

MyPath Validation Exercise: Key Steps and Dates: <\/u><\/em><\/strong><\/p>\n

Supervisor Preparation and Communication to Staff
\n<\/strong>September 9 \u2013 19
\n<\/em>Supervisors determine whether their staff members are participating in the MyPath exercise and notify staff accordingly. If staff members are participating in the MyPath exercise, the supervisor reviews the training and resources to prepare.<\/p>\n

Step 1: Supervisor Documentation
\n<\/strong>September 19 \u2013 October 14
\n<\/em>Supervisors will provide information on the top job responsibilities and requirements for each required job and once submitted, it is sent to the staff member for review and input.<\/p>\n

Staff participating in the MyPath exercise will receive a link to a training video describing the exercise.<\/p>\n

Step 2: Staff Member Review
\n<\/strong>14 calendar days from submission of supervisor documentation
\n<\/em>Staff members review the information the supervisor provided in MyPath and provide input on anything significant they believe is missing or not represented accurately. The form is then returned to the supervisor.<\/p>\n

Step 3: Supervisor Review
\n<\/strong>14 calendar days from submission of staff member input
\n<\/em>The supervisor talks to the staff member and considers their input, then makes any necessary updates to the key position information and submits for department review.<\/p>\n

Step 4: Department Review
\n<\/strong>By December 16
\n<\/em>Department reviews are facilitated locally by a department designee to meet the department\u2019s 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.<\/p>\n

Step 5: Compensation Review
\n<\/strong>Through Summer 2023
\n<\/em>Similar jobs will be grouped together to ensure consistency across the institution. If the current job classification is not determined to be the best suited option for the work being done, Compensation will consider other existing classifications or creation of a new classification if one does not currently exist. Outcomes will be communicated and implemented on a rolling basis.<\/p>\n

For more information, please visit the CPM Job Classification Validation webpage<\/strong><\/a> and FAQs<\/strong><\/a> to help you familiarize yourself with the initiative.<\/p>\n","protected":false},"excerpt":{"rendered":"

The Career Path Modernization (CPM) project will transform our job structure, which is the foundation for how we hire, pay, develop, and advance our workforce. 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