1. The University Career Architecture Project (UCAP) is designed to better define jobs, support career progression, and align compensation practices with those used outside the University. The project will result in a new category of employment called “University Staff.” Most appointed professionals will become University Staff and current classified staff will have the option to join this new employment category.

2. PROJECT OBJECTIVES Compensation Philosophy Job Function Agenda Head
There are three key messages and project objectives. These include: informed decisions, shared language, and career possibilities.
We do not currently have the appropriate level of market information to allow the University as a whole to financially model or plan for compensation analysis on an annual basis. Through the project, we are gather the needed information, which allows for a more transparent dialogue for both employees and managers regarding compensation, career conversations, and career progression opportunities.
Having a shared language, allows us to operate as one university with regards to a career framework, compensation guidelines and pay ranges, and to identify comparable work at comparable levels, regardless of existing job title.
And career possibilities will be better identified throughout the framework for the vast array of professions we have at the University.
INFORMED DECISIONS: Relevant market data for the University, managers, and employees to make quicker and more informed decisions
SHARED LANGUAGE: Common career models, level descriptors, title guidelines and compensation ranges to allow for transparent dialogue
CAREER POSSIBILITIES: Career progression opportunities for the vast array of professions at the University

3. NEW TIMELINE Progress Summer, 2019 Fall, 2019 January 27, 2020 Jan
Share status update regarding timeline shift, two key factors that influenced our decision:
1. There was greater than expected interest in being engaged in the project
We want to ensure that the university community understands the new career architecture and where positions have been placed
Share that we are working with colleges and divisions to review mapping and reviewing market data matches that are foundational to the pay structure.
Next Steps
Phase 4 –developing training and communication to ensure that employees and supervisors fully understand the new career architecture as well as how these changes will impact them directly.
Phase5 – delivery of training and developing/testing system changes and compensation administration procedures.

4. CALIBRATION AND PAY STRUCTURE
Compensation
Philosophy
Job
Function
Agenda
CALIBRATION AND PAY STRUCTURE
Head
Head
COLLEGE OF SCIENCE
ACADEMIC AFFAIRS
RESEARCH
HEALTH CARE
& WELLNESS
FACILITIES,
GROUNDS &
INFRASTRUCTURE
JOB MAPPING
In the summer and early fall, more than 10,500 of UA’s classified staff and appointed positions have been mapped to the career architecture by their supervisor.
FUNCTIONAL CALIBRATION
In the fall, more than 40 functional calibration sessions were held bringing together subject matter experts to review jobs with like responsibilities to ensure consistent leveling and placement.
ORGANIZATIONAL CALIBRATION
In the winter and early spring, more than 100 organizational calibration sessions were held to review mapping across functions within a college or division to ensure consistent leveling.
MAPPING FINALIZATION & PAY STRUCTURE DEVELOPEMENT
In late spring, colleges and divisions will refine and finalize the mapping of their positions and the UCAP team will finalize the UCAP pay structure.
JOB MAPPING
In the summer and early fall, more than 10,500 of UA’s classified staff and appointed positions have been mapped to the career architecture by their supervisor.
FUNCTIONAL CALIBRATION
In the fall, more than 40 functional calibration sessions were held. In functional calibration UCAP brought together subject matter experts to review jobs with like responsibilities to ensure consistent leveling and placement across 25 job functions.
ORGANIZATIONAL CALIBRATION In the winter and early spring, more than 100 organizational calibration sessions were completed. Organizational calibration brings college or division leadership together to review mapping across functions within a college or division to ensure consistent leveling and placement in the appropriate job functions and families.
MAPPING FINALIZATION & PAY STRUCTURE DEVELOPMENT. We are currently assessing market data and refining and reviewing potential new pay structures. We are also reviewing the mapping of employees against the new pay structures.

5. CAREER STREAM DEFINITIONS
CAREER STREAMS AND LEVELS
CAREER STREAM DEFINITIONS
Manager & Leader (M1 – M7): oversee area of responsibility, plan, prioritize and/or direct responsibilities of employees and/or manages strategy and policy development for a major UA function. Typically have 3+ direct reports.
Professional Contributor (PC1 – PC6): oversee the design, implementation or delivery of processes, programs and policies using specialized knowledge or skills typically acquired through advanced education or equivalent advanced learning attained through experience. Typically salaried positions, though entry levels may include hourly jobs.
Organizational Contributor (OC1 – OC4): provide organizational related support or service (administrative or clerical OR operate in a “hands-on” environment in support of daily activities (e.g., technical, craft, etc.). Typically hourly positions.
Over 1,500 positions mapped
Over 5,000 positions mapped
Career Streams allow employees to navigate career advancement opportunities more effectively by grouping jobs together that have the same focus.
Manager and Leader positions contribute to the University by managing or overseeing people or major UA functions. Employees that pursue careers in this area enjoy directing, mentoring, and planning.
Professional Contributors contribute by designing and implementing programs utilizing specialized knowledge typically obtained through advanced education. Employees that pursue careers in this area enjoy developing, advising, and educating.
Organizational Contributors contribute by directly providing services and “hands-on” operations. Employees in these jobs like to provide direct service, work with their hands, or deliver the day-to-day work that makes our University operational.
One point to note is that career streams are not linear. In today’s workplace, individuals can advance in their careers without having to assume a management position. There are many strategic, high-impact positions that do not involve management. You can see this in the cactus above.
Over 3,700 Positions mapped

6. UNIVERSITY STAFF EMPLOYMENT CATEGORY
Job
Function
Agenda
Head
Head
UNIVERSITY STAFF EMPLOYMENT CATEGORY
RETIREMENT PLAN ELECTIONS: Employees can maintain current retirement plan elections. Going forward, new employees hired into positions mapped to Management and Professional Contributor positions will have the option of ASRS or ORP retirement plan election.
VACATION ACCRUAL RATES: Vacation accrual rates and balances will not be reduced for current employees. Vacation accrual rates will move to 22 days per year for University Staff employees (pro-ration for less than FT).
This would increase the accrual rate for classified staff with less than five years of service, who elect to move to University Staff.
EXISTING TITLES: Individuals may retain current titles as working titles
PAY: Pay will not change as a result of UCAP

7. CAREER FRAMEWORK PROCESS OVERVIEW
Compensation
Philosophy
Job
Function
CAREER FRAMEWORK PROCESS OVERVIEW
Agenda
Head 1
Review the current state (COMPLETED) 2
Design career framework: streams, levels, functions and families (COMPLETED) 3
Define work dimensions and develop leveling guides (COMPLETED) 4
Map positions to jobs within the framework (MORE THAN 10,500 JOBS MAPPED) 5
Calibrate and finalize career framework and position mapping (MORE THAN 350 Calibration Sessions) 6
Assess market and design new pay structure
This project began in 2017 with focus groups and interviews to understand the needs of the University and develop a plan to address those needs.
Built the initial career framework by reviewing our jobs and needs with subject matter experts and reviewing career models of our peers as well as market data
Defined level guides and work dimensions to lay a solid foundation for our career architecture
Supervisors and leaders mapped jobs to the Career Architecture (or Framework)
Now we are in calibration …which we will go into detail in future slides.
We have begun to assess market data and will begin reviewing options for new pay structures once calibration is complete.
Evaluate UA’s position to market and develop implementation strategy. This will include an equity review.
Finalize policies and administration guidelines for our new career architecture and compensation program.
Plan for change and communication to managers and employees
(Current Focus) 7
Evaluate cost and develop implementation strategy 8
Finalize policies and administration guidelines and plan for change and communication

8. WHAT IS NEXT? Pay Structure Development and Analysis Policy Review
Compensation
Philosophy
Job
Function
Agenda
WHAT IS NEXT?
Head
Head
Pay Structure Development and Analysis
Policy Review
Information and Training Development
Organizational Calibration and the initial pay structure development scheduled to be completed in March.
UCAP Team is currently meeting with each college or division across campus to finalize the mapping of positions. Once the positions are calibrated and market matches reviewed we can complete the initial development of a pay structure.
The next phase is to review and analyze the pay structure with complete information from the calibration phases.
We are also working on University Staff Employment Category. Policies and pay administration guidelines impacted by UCAP will be considered for revision where applicable.
We are also developing a robust and thoughtful plan to provide appropriate training and support to ensure a successful implementation to the new career architecture.

9. LOOKING AHEAD Finalize Career Architecture
Compensation
Philosophy
Job
Function
Agenda
LOOKING AHEAD
Head
Head
Finalize Career Architecture
Implementation and Employee Notification
Finalize Career Architecture: We have continued to refine our career architecture as we gain additional insights through functional and organizational calibration. In some instances we have added new title series such as the Lab Coordinator series and in other situations we have added levels to an existing title series to better reflect our positions and the market data.
Implementation and Employee Notification: All employees in scope of the project will receive notification of how their position was mapped to the architecture and the new pay range. At this time, employees who are currently classified staff will have the option to join the University Staff category and career architecture, or remain Classified Staff.
Review Process: An additional review of individual employee position descriptions and placements into the structure for employees who believe they were mapped incorrectly. 
Training and Information Sessions

10. WHAT QUESTIONS OR INPUT DO YOU HAVE?
Questions can also be sent to