Job Family 1 consists of 367 employees in 73 administrative support, clerical, and various nonexempt accounting, library, and bookstore jobs. Eighteen of these jobs had large numbers of incumbents located across all major cost centers and sixty-six jobs are generally unique to single units.
Job descriptions of the jobs with large numbers of incumbents located across all major cost centers date from 1993 and no longer provided accurate descriptions of the job duties. There were concerns that the job responsibilities of some of employees in multiple incumbent jobs may have changed over time and that some employees needed to be placed in other jobs. For this reason, all incumbents were required to complete a Task Inventory in the fall of 2006. 253 individuals in multiple incumbent positions were interviewed about job duties and responsibilities and new job descriptions were written to describe the work being done by employees in administrative support positions. Using the information about the job duties and responsibilities of each position gathered at each interview, each position was assigned to one of the new jobs. Job descriptions for these new jobs were reviewed for accuracy by the Job Family 1 Job Evaluation Committee in May 2007. The Office of Equity and Diversity also reviewed the new job descriptions.
Once all job descriptions were reviewed and the new job descriptions were finalized, the Job Family 1 Job Evaluation Committee met to evaluate all Job Family 1 job descriptions using the Job Family 1 Job Evaluation Plan, which can be found by clicking here. Job Evaluation for Job Family 1 was completed in June of 2007.
Salary surveys were conducted to determine market pay for as many jobs in Job Family 1 as possible, and salary survey data gathered from the jobs that have market data, called benchmark jobs, were combined with the results of job evaluation to calculate a pay line. This pay line associates job evaluation points with a dollar amount, enabling a pay rate to be established for jobs that do not have salary survey data. Because jobs typically do not have flat rates, jobs receiving similar point totals are grouped together to form a pay grade. Each new pay grade has an established pay range, with a minimum, midpoint, and maximum value, and all jobs in a pay grade will be paid within this established range.
Further information about each of these processes can be found by following one of the "Events" links on the left side of the page.
New pay grades and ranges for all Job Family 1 jobs were developed by the Compensation Analysts Team, and reviewed and approved by Admin Council. Information about the new Job Family 1 pay grades and ranges can be found by clicking here. The new pay grades and ranges bear no relationship to the former pay grades and ranges. The first digit of the pay grade represents the job family associated with the grade.
All employees were notified of their new pay grade and range assignment and, if applicable, new job title on January 25, 2008. Following the notification of employees, the Compensation Analysts Team held a series of Open Forums in which the process of developing these new pay grades and ranges was discussed and employees had the opportunity to voice any questions about the new compensation system. The PowerPoint that was presented at these Open Forums can be found by clicking here.
Employees were also able to appeal certain decisions made in association with the Staff Compensation Project. Examples of decisions that could be appealed were the degree levels assigned during job evaluation, assignment to a job family, or in the case of Job Family 1 multiple incumbent positions, classification into one of the new job descriptions that were developed. Appeals hearings were held in February and March of 2008, and employees were notified of the results of their appeal at the end of March 2008.