Your Guide
to
Florida
International
University’s
NEW CLASSIFICATION STRUCTURE
FIU LEADS AGAIN
We are pleased to announce that FIU is taking the lead in creating a new
You talked.
We listened.
comprehensive compensation and classification structure based on industry
best practices. We are proud of this important progress made in our ongoing
The CCRP addresses
Classification and Compensation Redesign Project (CCRP).
feedback from the
On July 4, 2015, we will launch the completed Phase 1 of the CCRP: updating
University community to
our classification structure and job specifications for administration and staff
improve our classification
positions.
structure. Please
A Collaborative Effort
continue sharing your
Over 300 subject matter experts, administration and staff from across the
ideas and thoughts.
University have worked with Compensation Administration over the past two
We need more great ideas
years to develop an improved job classification structure and new career paths,
and honest feedback to
with new job specifications and updated job titles. Collaboration of this scale is
quite an achievement! Congratulations to everyone who worked so diligently
continue improving our
to create the new classification structure and job specifications. This brochure
University. Thank you for
explains what these teams have developed for the University.
your ongoing commitment
Honing Our Competitive Edge
Taking steps to improve our infrastructure gives FIU an important competitive
advantage as the academic world continues to evolve. A well-thought-out,
comprehensive and up-to-date job classification structure helps hone our
competitive edge in three key ways:
■■ We can compare similar jobs inside the organization more easily.
FIU believes jobs that perform similar work should be rewarded
comparably. With this new classification structure in place, we can analyze
our internal equity and take action to address any potential issues more
frequently. It’s the best way to ensure fair and equitable pay and rewards
throughout our University.
■■ We can compare the University’s jobs to the labor market quickly
and efficiently. By developing job titles that better mirror the job
market, we can make more informed decisions about pay and rewards.
Making sure that FIU has a competitive total compensation and benefits
package helps us attract and retain great talent.
■■ We can better support your career development. Updated job
specifications outline the education, training, skills and qualifications
needed to perform a job. By exploring those job specifications, you can
envision how your career might develop at FIU. Supporting growth in
this way encourages great people to stay at FIU and makes FIU a more
attractive employer for potential hires.
to Florida International
University.
THE NEW CLASSIFICATION STRUCTURE
A well-defined job classification and compensation system is the foundation every organization needs to manage its most
important resources - people. Over the past two years, teams of supervisors, staff and Compensation Administration
collaborated by working in teams to create the new structure for non-faculty positions.
Subject matter experts from around the University came together to document job requirements and key accountabilities,
assign each job to a career role and level, and determine if additional levels of a job were necessary. The resulting Florida
International University classification structure organizes jobs into an easy-to-use framework that includes job family, job
sub-family, career role and career level.
JOB FAMILY
JOB SUB-FAMILY
CAREER ROLE
CAREER LEVEL
A group of jobs in which
A professional
Career roles within
Career levels represent the hierarchical
the work performed
discipline within a job
the University
position of each job within a job family
is of a similar nature.
family with specific job
characterize
or job sub-family where the nature of
Generally recognized
functions, performing
jobs by unique
work is similar. The levels represent
as a major professional
similar work and
responsibilities and
requirements for increased skill,
area requiring a
requiring similar
accountabilities.
knowledge and responsibility as an
unique set of skills
knowledge and skills.
employee moves up the career ladder.
and competencies,
The definition for each of the job levels
and within which most
is consistent across all job families.
career development
will occur.
Examples:
Examples:
Examples:
Admissions
Manager
Manager Level 2
Example:
Enrollment Processing
Professional
Professional Level 2
Enrollment Services
Financial Aid
Support
Support Level 4
Career Roles and Career Levels
SUPPORT
PROFESSIONAL
LEADER
Supervisor
Manager
Administrator
Officer
Officer 6
Officer 5
Administrator 4
Professional 4
Administrator 3
Professional 3
Support 4
Professional 2
Support 3
Professional 1
Manager 2
Supervisor 1
Support 2
Support 1
Career roles and career levels may vary by job family.
Your manager will talk to you soon about your job title, job specification and how your job fits into the new classification
structure. You can also find the complete classification structure and job specifications on the Classification
and Compensation Redesign Project website at http://hr.fiu.edu/ccrp/.
Seeing Your Title
in FIU Systems
GROWING YOUR CAREER AT FIU
To ensure a smooth
The classification structure and job specifications are powerful career tools. The classification
implementation of our new
structure shows career progression for almost every FIU job. It makes it easy to see
job structure, our human
what skills and qualifications you’ll need to progress in your current job family. If you are
resources information
interested in trying something new, you can explore the requirements and responsibilities of
system (HRIS) was updated
jobs in other job families.
in May. Compensation
Administration, mini-team
members and HR Liaisons
worked to place everyone
in the new classification
structure and assign new
job titles.
Effective July 4, 2015, you
will see a new job title in
You can explore the classification structure and read the job specifications online at
http://hr.fiu.edu/ccrp/.
Long Lasting Benefits
The new classification structure and job specifications mark the beginning of a long-term
journey to improve our ability to attract and retain talented faculty and staff. Now that this
foundation is in place, we can build upon it over time.
A Bright Future
all HRIS-influenced systems
As we celebrate our 50th year, we move forward excitedly into the next half-century with a
including the phone
classification structure that will help us sustain our anticipated growth as well as attract and
directory, time keeping
retain talented people.
system and travel system.
We appreciate and thank you for all you do to make our University successful today and as
In August and September,
managers will review staff
members’ updated job
titles in the new framework.
There may be instances
where managers request
a change in job title that
would better align the
we ready ourselves for a bright future.
Coming in 2016
Phase 1 is now complete but our Classification and Compensation Redesign Project
(CCRP) work is far from done. Our Compensation Administration team, along with external
compensation consultants, have made great progress on Phase 2: creating a new pay
structure that references the external labor market. We expect Phase 2 to be complete in
2016.
staff member’s work with
Until Phase 2 is complete, our current pay practices will remain in place. There are no plans
the new job titles and
to adjust pay associated with the CCRP at this time.
specifications. We expect
to finalize all job titles by
Questions?
October 2015.
If you have any questions about these changes, direct them to your supervisor or HR Liaison.