UNIVERSITY OF WISCONSIN MADISON TITLE AND TOTAL COMPENSATION STUDY

Transcription

1 UNIVERSITY OF WISCONSIN MADISON TITLE AND TOTAL COMPENSATION STUDY

2 REMEMBER HR DESIGN? HR Design was our effort to create our own personnel system. One key element was the Title and Total Compensation Study Today s session will update you on the Study progress and prepare you for the next steps: JOB DESCRIPTION PROCESS

3 01 WELCOME 02 UW STRATEGIC FRAMEWORK 03 TTC JOB FRAMEWORK 04 JOB FRAMEWORK LINK TO PAY 05 YOUR INPUT ON JOB FAMILIES 06 UPCOMING IN PHASE 3 & 4 You will Learn about the Study Review our Job Framework Learn how you will work with your manager on updating your job description (estimated May -July)

4 Strategic Framework: Ensure our ability to attract and retain talent by making progress toward competitive compensation relative to our peers and market medians

5 THE END GAME You will see how your job and title compares to positions across campus and at other organizations You will have clear guidelines to make informed choices about advancing in your career at UW-Madison Managers will have tools to make informed decisions about pay and promotional opportunities for their employees

6 MILESTONES TO GET THERE Feb 2017 Jul 2017 Feb 2018 Aug 2018 Mar 2019 I. Design and Study Strategy II. Assess Positions and Develop New Job Title Structure III. Create Compensation Structure IV. Review Benefits / Work-life and Leave Structures V. Implement New Structures

7 Current State Job Titles Include Positions Performing Very Different Work Positions Performing Similar Responsibilities Found In Multiple Job Titles Pay Grades Not Linked to Market Data Paths for Career Advancement are Unclear Career Advancement Limited by Changes to Employment Category Current State vs Future State Future State Job Titles Include Positions Performing Similar Responsibilities Positions Performing Similar Responsibilities Grouped Together In Job Titles Pay Grades Linked to Market Data Career Paths are Clear and Provide Multiple Opportunities for Advancement Employment Category and associated Benefits do not hinder Career Advancement

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9 CAREER PATHS: LEVELS AND LEVEL DESCRIPTIONS Two career paths Organizational Contributor Managerial Level Criteria: Organizational Impact Complexity of Work Independence and Supervision Received Leadership and Talent Management Knowledge and Experience Eight available levels for each career path Most title series will not utilize all levels

10 Job Family Academic Services and Student Experience Career Track Job Sub- Family Career Services and Student Professional Development Career Level Title Career Counselor Organizational Contributor Organizational Contributor 4 Employees navigate career choices Job descriptions more consistent Market informed pay ranges Progressions not hindered by benefit and leave programs

11 STUDENT SERVICES COORDINATOR Working Titles associated with this title ACADEMIC ADVISOR ACADEMIC STAFF ADMISSIONS COUNSELOR ADVISOR AMERICAN INDIAN CURRICULUM SER ASSISTANT DIRECTOR IIP ASSISTANT DIRECTOR OF MSC ASSISTANT DIRECTOR URS ASSISTANT DIRECTOR, ISS ASSISTANT EDUCATION SPECIALIST ASSOC DIR BBA CAREER ADVISING ASSOC DIRECTOR, ADM & PC PROGR ASSOC STU SERV COORD ASSOCIATE DIRECTOR ASST DIR FRAT & SORORITY LIFE ASST DIR CAREER MGT & CORP PAR ASST DIR EMPLOYER REL ASST DIR OF ACADEMIC ENGAGEMNT ASST DIR TRANSFER INITIATIVES ASST DIRECTOR ADVISING/TECH ASST DIRECTOR OF LGBTCC ASST DIRECTOR OF MBA PROGRAM ASST DIRECTOR OF ORIENTATION ASST DIRECTOR SOCIAL JUSTICE ASST. DIRECTOR OF ADMISSIONS ATHLETIC ACAD ELIG COORD BADGER BEGINNINGS PROG COORD BADGER VOLUNTEERS COORDINATOR BEL PROGRAM ASSOCIATE DIRECTOR CAMPUS RELATIONS MANAGER CAREER & OUTREACH COORDINATOR COMMUNITY HLTH SPEC DIR OF CAREER ADVISING & WELLN DIRECTOR FINANCIAL AID DIRECTOR OF ADMISSIONS DIRECTOR OF GRADUATE PROGRAM DIRECTOR OF PRO BONO PROGRAM DIRECTOR, ADMISSIONS OPERATION EDUCATION PROGRAM MANAGER EDUCATIONAL PROGRAMS COORD EEMBA TECHINCAL & OPS MGR EMERGENCY MED EDUCATION COORD ENROLLMENT COACH ENV CONSER PROG COOR EOI PROGRAM COORDINATOR EXPERIMENTIAL EDUCATION COORD FELLOW & FUND COORD FELLOWSHIP MANAGER FISC ASSISTANT DIRECTOR GI/HEPATOLOGY FELLOWSHIP COORD GIS CERT. PROGRAM MANAGER GRAD ADMISSIONS & RECT COORD GRAD PROGRAM DIRECTOR HONORARY ASSOC/FELLOW INTERNATIONAL PROGRAMS MANAGER INTERNSHIP COORDINATOR LAW SCHOOL REGISTRAR LRM AND OPS MANAGER MBA CAREER DEVELOPMENT COACH NEUROBIOLOGY MAJOR COORDINATOR OPERATIONS MANAGER OSFA FRONT DESK SUPERVISOR PHARMTOX PROGRAM COORDINATOR PRE-HEALTH ADVISOR PROF MASTER'S PROG & CAP COOR. PROGRAM COORDINATOR FOR ATOD RESIDENCY PROGRAM MANAGER RL ASST DIR - ACAD INITIATIVES RL ASST DIR - DESK SERVICES RL ASST DIR - INCLUSION RURAL RESIDENCY PRGM MANAGER STUDENT SERVICE COORDINATOR STUDENT SERVICES CORD STUDENT-ATHLETE DEV COORD TRANSITION PROGRAM MGR UA RES SUPPORT SERV ASST DIR UNDERGRADUATE ADVISOR VETERANS SVCS COORDINATOR VISP COORDINATOR VISP SPONSORED GROUPS COORD

12 NEW JOB DESCRIPTION PROCESS Standard Job Description Unique Job Descriptions Advantages of the New Process Greater consistency in job descriptions for similar jobs Less time spent in creation of job descriptions Legal compliance with FLSA and ADA Modernizing our standard job description Career advancement transparency

13 Job Family Sub-Family LEVELS AND STANDARD JOB DESCRIPTIONS Career Services Advisor Level 4 Academic Services and Student Experience Career Services & Student Professional Development Typical Functions Provide career counseling including administering self-assessments, goal setting and planning, and providing one-on-one counseling (30%) Foster relationships with employers and alumni to cultivate meaningful career outcome opportunities (20%) Assist students in obtaining internships, employment, or advanced education by helping with resume preparation, interviewing skills, and graduate and professional school applications (20%) In charge of honors student group activities and social networking (30%) Qualifications Typically requires broad knowledge of principles and practices in a field or specialty. Incumbents generally possess a Bachelor's and at least 3 years of relevant work experience or equivalent of education and work experience. Job Family Sub-Family Typical Functions Qualifications Career Services Advisor Level 5 Academic Services and Student Experience Career Services & Student Professional Development Provide career counseling including administering self-assessments, goal setting and planning, and providing oneon-one counseling. (30%) Develop new tools and techniques to deliver career counseling. Train staff on new processes. (30%) Foster relationships with employers and alumni to cultivate meaningful career outcome opportunities.(20%) Develop department programs to grow the employer and alumni network. (20%) Incumbents generally possess a Bachelor's, Master's may be preferred and at least 5 years of increasingly more responsible relevant work experience or equivalent of education and work experience.

14 USES OF JOB DESCRIPTIONS Document the primary duties, essential activities and requirements typically performed in each job it is not a comprehensive list of all activities performed within a job Clarify hiring requirements Ensure that employees have a clear understanding of their jobs Communicate expectations between employer and employee which may assist employees in improving performance Provide a basis for job evaluation, salary surveying, market pricing, and developing equitable pay ranges or salary structure Provide employees with information about jobs that lie ahead on career paths, to help inform them about what future career opportunities may exist in the organization, and what they need to do to get there

15 CHARACTERISTIC OF AN EFFECTIVE JOB DESCRIPTION Reviewed periodically and updated to reflect significant changes in the duties and responsibilities Follows a consistent format that employees can easily understand Utilize consistent, organization-wide definitions where appropriate to increase clarity when comparing positions Utilize a career path and level descriptions as a platform for consistent, organizationwide definitions where appropriate Reflect the principal elements of a role (minor differences in the ways individuals perform jobs should be ignored) Describe a position, not a person that currently works in this position Describe essential responsibilities rather than specific tasks: Maintains department schedule by maintaining calendars and arranging meetings, conferences and travel Yes Schedules monthly OHR co-chair meetings - No

16 CHARACTERISTICS OF AN INEFFECITVE JOB DESCRIPTION Exaggerate or downplay the importance of the job List qualifications that are not really needed for the job Overestimate or underestimate the qualifications necessary to be successful on the job Are out-of-date because the job has changed Are too long (lack focus for what is most important)

17 JOB DESCRIPTION TEMPLATE A few slides detailing the sections of the new job description purpose and use

18 JOB DESCRIPTION WORKSHOP

19 Career Advising (75%) -Provide career advising on an individual basis to admitted undergraduate students, Certificate students, Master students and alumni to help advance their professional and career development outcomes. -Advise students on self-assessment, career and major exploration, resume and cover letter development, networking skills, interviewing and full-time and internship job search strategies. -Conduct mock interviews with students. -Advise students on the use of virtual recruiting technologies. -Coach students as they move through the career development and decisionmaking process; help students set actionable goals and provide them with connections, tools, industry knowledge and resources. -Collaborate with colleagues to plan, market and facilitate group advising sessions -Build relationships with key employers to provide relevant, in-depth information about career paths, the recruitment process and existing career opportunities Program Development (20%) -Coordinate employer mock interview program each semester, which includes employer outreach and student promotion. -Plan, promote and present career workshops to small and large groups on a variety of career topics. -Participate in the design and delivery of the required career and leadership course -Consult on the development of career content -Co-instruct, facilitate and grade projects for two sections of the course -Coordinate the student career and internship outcomes collection process in partnership with colleagues; partner with Data and Operations Analyst to interpret and publish data annually. -Collaborate with advisors on career content for a diverse array of programming targeted toward pre-college and prospective college students. Other (5%) -Serve on Wisconsin committees; collaborate to plan program-wide projects and events. -Represent the Wisconsin program and BBA Career Services on-campus and in our community. -Other duties as assigned. Job Family Sub- Family Typical Functions Career Services Counselor Level 4 Academic Services and Student Experience Career Services & Student Professional Development Provide career counseling including administering self-assessments, goal setting and planning, and providing one-on-one counseling (40%) Foster relationships with employers and alumni to cultivate meaningful career outcome opportunities (20%) Assist students in obtaining internships, employment, or advanced education by helping with resume preparation, interviewing skills, and graduate and professional school applications (20%) Participate in the design and delivery of career and leadership courses and programming for prospective students (20%)

20 HOW WE GET THERE: YOUR INPUT Employee Forums JOB FAMILY FORUMS: xxxxxxxx 250 employees on Project Teams (HR/Campus Representatives) Today we want your input on Job Description Process. We will provide your input to the Study. (20 teams) Employee Forums Project Leadership Job Family Team Job Family Team Collaboration and Outreach Team Working Team Job Family Team Job Family Team

21 QUESTIONS AFTER THE FORUM Website: go.wisc.edu/ttcstudy Complete a Forum Survey before you leave today

22 WHAT S NEXT Finalize Standard Job Descriptions Gather feedback on the Standard Job Descriptions from stakeholders and subject matter experts With the assistance of your manager, you will enter the unique job duties, education and experience for your position into an online system Benefit Questionnaire?