Project Phases

Step 1 – Understand the Current State (Complete)

Analysis of current Pay Structures, Assess current employees’ view on current classification system, how we compare to external markets today

Step 2 – Establish Foundations (Complete)

Build a Pay Structure framework. Consistent spreads, and progression percentages
Build a Classification framework. How we define work. Job Families, Sub Families, Career Tracks, and Career Levels. Build definitions and criteria behind all levels of Classification framework

Step 3 – Develop/Update Job Profiles (Complete)

Build draft profiles. Utilize subject matter experts (SMEs) from across campus to review all profiles
SMEs review draft Profiles and make edits, additions, deletions. Build profiles to capture what work is being completed here at the University.
Consultants and HR review notes, make adjustments to all Profiles

Step 4 – Map Incumbents to New Profiles (Complete)

Build draft of where all current employees could be placed within new structure
Review Draft with leadership
Leadership works throughout their team to make edits as to where all their employees would be mapped
Consultants and HR review requested changes

Step 5 – Develop Pay Range Structure and Administration (Complete)

Step 6 – Communication and Implement (In Progress)

Train all supervisors on View2022 fundamentals
Continue open forums that are available to all employees at any level across the university to share View2022 information
Start implementing new compensation program
- October 2024 – Phase I of Implementation (Market Relevant).
  - (Chancellor or HR message from 7/11/2024 for more details)
- October thru December 2024 – Units submit plans for Phase II
- January 2025 and beyond – Phase II adjustments (Market Competitive)
  - (see Chancellor or HR message from 7/11/2024 for more details)

Photo of above described Project Steps

Links to all View2022 Webpages

View2022 Compensation Structure

Updated: 07/11/2024