Job Classification System

Our job classification system is a role- and contribution-based system that assigns each job a classified role, level, and market-based salary range to ensure pay equity across the university.

Roles

Each job is assigned a role based on the nature of the work. There are three roles: operations, professional, and leadership.

• Operations roles: Support the day-to-day operations of the university, with a focus on what the work is and how it needs to be done. Roles can be either administrative/technical or academic/clinical/research.
• Professional roles: Provide expertise in a profession or discipline, with a focus on applying principles, concepts, and theory. Advanced knowledge, skills, and expertise are typically acquired through higher education. Professional roles can be either administrative/technical or academic/clinical/research.
• Leadership roles: Involve leveraging resources and staff to accomplish work. A leader translates broad vision and goals into short-range and long-term plans. The focus of leadership jobs is primarily on leading others and making strategic decisions that have broad impact on their area of oversight.

Levels

In addition to being assigned a role, each job is assigned a level. Contributions and tasks become more complex when moving from level one to level five.

Salary Range

In the role- and contribution-based system, each job is assigned a salary range. This is based on market pay data from third-party organizations and other relevant sources. Using this information, our compensation analysts determine the market reference point for a job, which is then used to assign the job to a salary range, with a midpoint that closely reflects pay in the market. When reliable and valid market pay data is not available, the compensation analyst assigns the salary range by slotting a job in relation to comparable jobs within the department and/or across the university for which data is available.