IMPLEMENTATION INFORMATION

The following is a summary of the implementation process. More information about the Job Family Classification system is provided in University Regulation (04.05.035).

Job Families: In this classification system, jobs are grouped into families. Each job family will have several levels reflecting the nature and complexity of the work. For example the Research Group consists of two families - Research Professional and Research Technician, each with several levels.

Determining Salary Grade: Each job family level is linked with a salary grade by evaluating the job family using the Hay Job Evaluation System. All positions in a particular job family level are in the same salary grade.

Allocation of Individual Positions: Individual jobs are assigned to the appropriate family and level based on the family concept and level descriptions.

Implementation Salary Impact - Phased Process

There is no across the board salary increase or market adjustment associated with this job family implementation. At this time, the emphasis is on getting the system in place and moving positions to the appropriate level. A comprehensive review of the compensation system cannot occur until the classification system is fully implemented.

To put the classification system in place, a "flat" implementation will be used. This means that individual salaries will generally remain the same. However, for some employees there may be a salary increase if the new job family is at a higher grade.

To reduce this initial cost, a phased process will be used. The following describes how salaries will be affected:

1. If the grade remains the same, salary will be unchanged.

2. If the new grade is lower, the current incumbent will be grandparented into their current grade and step progression. When the incumbent leaves the position, the appropriate Job Family Level and grade will be used when refilling the job.

3. If the new grade is higher, salary adjustments will be phased in using a temporary Transition Grid added to the existing salary grade structure. Employees will move to the closest step or transition step, in the higher grade, that is greater than or equal to current pay. For positions moving to a higher salary grade the phased implementation makes the proposal affordable while still moving positions to appropriate job family levels.

Future Increases: After implementation, employees will move through the grid according to their regular step increase date.

New Hires: As each group is implemented, the first step of the transition grid will become the first step of the salary grade for recruiting. Hires may start on this first step or at a higher step (advanced placement), depending on qualifications and internal alignment.

Phasing out the Transition Grid: After the final group is implemented, one transition step will be dropped annually as employees advance through the grade.

Employee Notification
Individual employees will be notified of the job family implementation in writing. The notice will specify the new job family, level, grade and step, exemption status, and will provide information about the appeal process.

Appeal Process
Employees and/or managers may appeal the job family allocation decisions.