Career + Compensation Program? What is the Career + Compensation Program? The Career and Compensation Program (CCP) is a new pay and career framework designed to enhance the University's ’Canes Total Rewards package by providing the flexibility to offer market competitive salaries, recognizing individual contributions based on performance, and creating a structure to support career development within the University. The program ensures: Internal equity between similarly valued jobs Recruitment and retention of top talent Transparent compensation principles, practices and programs Opportunities for career movement across the University 2

The University of Miami’s Career + Compensation Program will include the following elements: PAY STRUCTURES PAY GRADES PAY RANGES CAREER LEVELS 3

KEY OUTCOMES COMPENSATION STRATEGY COMPENSATION STRUCTURE COMPENSATION POLICIES CAREER STRUCTURE Incorporates the concept of Total Rewards into our compensation program offerings, enhancing the University’s ability to attract, retain, and recognize employee contributions. Enables the University to manage compensation competitively through market- based pay grades and ranges. Guidelines for managing compensation to help ensure internal equity and consistent application of the program. Provides staff with a framework for planning their personal development and professional advancement at the U. 4

COMPENSATION PHILOSOPHY The University of Miami is committed to recognizing staff contributions to teaching, research, and service, and to providing market-competitive pay based on performance. MARKET ANALYSIS CAREER LEVELS PAY STRUCTURE PAY POLICIES COMMUNICATION & EDUCATION 5

PROGRAM DESIGN Step 1: Selection of benchmark jobs Finalize structure (pay grades and ranges) Create preliminary pay grades and ranges Place positions into the preliminary structure Refine job families, determine career groupings and job leveling criteria Place positions into Career Levels Define competitive labor markets, select benchmark positions Conduct market assessment of benchmark jobs Market Analysis and Structure external value Career Levels internal value The process of using market analysis to develop the new salary structures can be described in a series of steps Step 1: Selection of benchmark jobs Jobs prevalent in the labor market Duties comparable to jobs in other organizations Jobs that represent the responsibilities of a number of employees Step 2: Review published salary survey job descriptions to determine “match” “Match” is based on comparison of survey job duties to UM job descriptions; not based on job title 70% - 80% of the survey job definition must be represented by the UM job to be considered a “match” Step 3: Gather salary survey data from at least two sources for “matched” jobs to determine external value Step 4: Average market median data for benchmark jobs are used to construct the new salary structure Step 5: Jobs are assigned to the structure based on similarities in internal and external value 6

PAY STRUCTURES The CCP includes a Core pay structure, plus four additional specialized pay structures (Allied Health , Information Technology, and Research) to allow for greater flexibility in responding to differences in market pay practices. CORE STRUCTURE ALLIED HEALTH STRUCTURE INFORMATION TECHNOLOGY STRUCTURE NURSING STRUCTURE RESEARCH STRUCTURE PAY GRADE c PAY GRADE h PAY GRADE i PAY GRADE n PAY GRADE r 7

Characteristics of the Core structure include: The vast majority of staff jobs will be assigned to the Core structure, which will include a cross section of job functions and families, such as: Finance and Accounting (accountant, financial analyst, finance director, auditor) Admissions (admissions director, college recruiter) Student Affairs Human Resources (HR manager, benefits analyst, compensation analyst) Communications and Marketing (graphic designer, marketing manager) General Office Support (administrative assistant, receptionist) Characteristics of the Core structure include: 13 pay grades and pay ranges Pay grades begin with the letter “c” followed by a numeric value Includes approximately 60% of staff jobs PAY GRADE c 8

Characteristics of the Allied Health structure include: The Allied Health structure is designated for health care professionals involved in direct and indirect ancillary patient care service (jobs that are distinct from nursing, medicine, and pharmacy). Allied Health jobs provide a range of diagnostic, technical, therapeutic, and other patient services. Examples include: Radiologic Technologist Medical Technologist Respiratory Therapist Characteristics of the Allied Health structure include: 9 salary grades and pay ranges Pay grades begin with the letter “h” followed by a numeric value Includes approximately 11% of staff jobs PAY GRADE h 9

INFORMATION TECHNOLOGY STRUCTURE Jobs assigned to the Information Technology structure are responsible for supporting the University’s technology needs, such as software development, telecommunications, networking, and infrastructure support. Examples include: Systems Administrator Database Analyst Help Desk Technician Network Engineer Characteristics of the Information Technology structure include: 13 salary grades and pay ranges Pay grades begin with the letter “i” followed by a numeric value Includes approximately 7.5% of staff jobs PAY GRADE i 10

Characteristics of the Nursing structure include: The Nursing structure is designated for individual contributor nursing jobs that are responsible for patient care services. Jobs assigned to the nursing structure require a university degree and a registered nurse license. Examples include: Registered Nurse Nurse Specialist Advanced Registered Nurse Practitioner Characteristics of the Nursing structure include: 9 salary grades and pay ranges Pay grades begin with the letter “n” followed by a numeric value Includes approximately 6.3% of staff jobs PAY GRADE n 11

Characteristics of the Research structure include: Research structure is designated for those jobs employed in the scientific research and discovery process. Jobs assigned to this structure work in research administration, statistical analysis, or applied science within the research function. Examples include: Research Associate I, II and III Scientist Postdoctoral Associate Research Support Coordinator Characteristics of the Research structure include: 13 salary grades and pay ranges Pay grades begin with the letter “r” followed by a numeric value Includes approximately 15% of staff jobs PAY GRADE r 12

CAREER LEVELS : Coming in FY 2016 Career Levels represent a new component of our compensation program designed to provide: a structure that aligns jobs in a way that defines pathways for professional growth and development information needed to understand how jobs progress within and across job families a framework for career progression opportunities that represent lateral and vertical job changes 13

CAREER LEVELS : How will they work? The Career Levels segregate all jobs into three career categories: Leadership and Management Professional/Research Administrative, Technical, Trades, and Health Care Services Within each career category are tiers (or levels) representing varying levels of job complexity and responsibility. All staff jobs have been assigned a career category and tier, also referred to as a career level assignment. Examples include: L1 (Leadership and Management – Level 1) P2 (Professional and Research – Level 2) A3 (Administrative, Technical, Trades and Health Care Services – Level 3) 14

CAREER + COMPENSATION PROGRAM: Impact on Employees Staff will be assigned to one of five new salary structures and a new salary grade, along with a new career (management) level assignment. Most jobs will have salary range minimums, midpoints, and maximums that are similar to the ranges on the current structure. 85% have base salaries that are positioned within the range 12% have base salaries that fall below the range minimum 3% have base salaries that are near or above the range maximum No pay reductions. 15

CAREER + COMPENSATION PROGRAM and PAY MANAGEMENT Salaries are based on an individual’s grade, skills, experience, performance, and budget availability.

CAREER + COMPENSATION PROGRAM: Impact on New Employees With the launch of Workday, employees will be able to login to the system and view their new grade and Career Level (Career Levels are known as Management Levels in Workday). Staff can view their pay grade in Workday under the Compensation tab in the Workers Profile. 17

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Leadership and Management + MANAGEMENT Career Level Leadership and Management Leadership & Management Accountable for managing a team of people, setting direction and deploying resources; typically responsible for performance evaluation, pay reviews, and hire/fire decisions Results are primarily achieved through the work of others and typically depend on the manager’s ability to influence and negotiate with parts of the organization where formal authority is not held Progression through career levels reflect acquisition of broad technical expertise, business and industry knowledge, and process and people leadership capabilities L5 L4 L3 L2 L1 Example of Leadership and Management Jobs: Assistant Vice President of Marketing, Executive Director of Business Operations, Accounting Manager, Supervisor of Customer Service 20

Professional/Research + RESEARCH Career Level Professional/ Research Professional/Research Work is primarily achieved by an individual or through project teams Job requires the application of expertise in professional or technical area(s) to achieve results Progression through career levels reflect increasing depth of technical knowledge, project management, and ability to influence others: Performing technically based activities (early in career) Contributing to and managing projects (mid- career) Providing advice/direction in primary areas of expertise (seasoned/expert) Leveraging technical expertise to contribute to strategy and drive business results (thought leader) P6 P5 P4 P3 P2 P1 Examples of Professional and Research Jobs: Research Scientist, Pharmacist, Registered Nurse, Financial Analyst, Systems Analyst 21

Administrative, Technical, Trades, Healthcare Services + TECHNICAL TRADES HEALTH CARE SERVICES Career (Management) Level Administrative, Technical, Trades, Healthcare Services Administrative, Technical, Trades, Health Care Services Office support, operational, technical, and health care service delivery Performs technical tasks required to support ongoing business operations Skills are acquired through vocational education and/or apprenticeships, certifications, and specialized or on-the-job training Does not require a university degree Skilled technician in a hands-on environment, often highly specialized A5 A4 A3 A2 A1 Examples of Administrative, Technical, Trades, Health Care Services Jobs Nuclear Medicine Technologist, Paralegal, Administrative Assistant, Medical Assistant 22