The previous system used by the University for assigning professional jobs to grades wasn't designed initially to evaluate research jobs, thus we had to "force fit" the system to meet University needs. In addition, the system had no job descriptions or established job content to guide PI's in writing position descriptions, requiring them to start from "scratch". Lastly, the system did not provide PI's and Department Administrators with information to accurately predict the level/range at which a position was approved, making it difficult to know how much money to earmark for positions in grant and budget proposals. We recognize the need to provide "up front" tools so PI's/Departments can secure the appropriate funding for research positions. Additionally, we hope these tools will provide greater clarity for the recruitment process so the UW can attract the best candidates possible.
The Compensation Office staff researched other organizations with similar jobs and reviewed market studies for research jobs. The results of this research were then organized and presented to the Research Advisory Group to refine, evaluate, and test. The final results - the questionnaire and job descriptions - were shared with several PI's for their review/use, and were used by administrators in a "trial run." The product is now in University-wide application, and we are hopeful it has improved the overall process by 1) providing a tool to readily identify differences in job levels, 2) providing a more accurate salary setting tool, 3) reducing processing time, and 4) providing greater clarity for the recruitment process.
The generic job descriptions provide a model for the typical profile of attributes found in positions within the job category. They are based on research of similar job descriptions and career progression matrices used in other research-oriented organizations. They have been adapted to reflect how the University differentiates between levels/grades. The PI/Department Administrator will need to attach position-specific information to the generic job description before submitting to the Compensation Office for evaluation.
The questionnaire is designed to be used to check off the key elements contained in a particular job. If the PI or Department Administrator wish to use the questionnaire in lieu of a formal job description, they can complete and submit it to the Compensation Office for evaluation.
The generic job descriptions are not meant to capture the unique details or titles of each position, but instead to describe core attributes. Each position within the University is unique to some degree, but for evaluation purposes every position has some attributes that are similar to other research positions. In the University, managers and employees may choose to designate unique "working" titles which are different and often more specific to the position than the generic job titles. This means that each position may have both a working title and a job title, the latter of which is used only for classification purposes.
The Career Path Guidelines identify, in a table format, the core competencies for various job content factors including Technical Problem-Solving and Innovation, Project Planning and Management, Leadership/Technical Influence/Networking, and Technical Excellence. We hope this tool will be useful to PI's and Administrators for use in quickly identifying an appropriate job level for a particular position. In addition, employees can readily identify the level of competence required to progress from one level to the next.
The word customer has come to be used for any constituent that requires an employee to deliver a product, information, or service. The "customer" in the case of a researcher may be a representative of an agency that is providing a grant and in return requires certain information and results, may be colleagues at other institutions, or may be internal faculty/researchers.
Employees should first contact their administrators or department HR staff. Administrators should contact the Compensation Consultant who supports their area.
No. However, PI's and/or the department administrator will continue to prepare an informational document that contains a description of the general duties and required education/experience specific to the position (a completed job questionnaire would also work). This information will be used in the recruitment effort, or as documentation for a reclassification request, and should be attached to the appropriate generic job description.
Generally, the title and level determined to be appropriate by the administrators or department HR staff will be approved. The University Compensation staff will review all decisions and may, in some circumstances, recommend clarification or change.
When we created the current job titles, we also developed broader ranges for each grade/level to more closely reflect the market. We then divided each range into salary bands based on market data for different research disciplines. In addition, we have developed Salary Guidelines to assist PI's and Department Administrators in identifying the appropriate salary band for individual positions.
There were no automatic changes to the salaries or grades of current employees as a result of implementation of the current salary system. Departments may apply these tools in developing new positions and in reviewing their current structures. The intent of the system is to streamline processes and provide the tools so PI's and Department Administrators can accurately identify appropriate grades/levels for the described work, and match that grade to the appropriate salary band.
The system was rolled out in a staged progression based upon each school and department's resource availability and comfort with the system. This means that, initially, there may have been some groups that choose to wait for a few months to initiate the program and continue using the old system in the meantime. All schools and colleges were encouraged to implement the system by the end of 2001.
Initially only new positions were be evaluated using this system. At their discretion, departments may choose over time to re-evaluate existing professional research positions.
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