The Career and Compensation Program (CCP) is a new pay and
career framework designed to enhance the University's ’Canes
What is the
Career +
Compensation
Program?
Total Rewards package by providing the flexibility to offer market
competitive salaries, recognizing individual contributions based
on performance, and creating a structure to support career
development within the University. The program ensures:
•
Internal equity between similarly valued jobs
•
Recruitment and retention of top talent
•
Transparent compensation principles, practices and
programs
•
’Canes
Total
Rewards
Opportunities for career movement across the University
Everything offered to you for your contribution and service to the University including pay,
benefits, recognition programs, and training and development.
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The University of Miami’s
Career + Compensation
Program
will include the following
elements:
PAY STRUCTURES
PAY GRADES
PAY RANGES
CAREER LEVELS
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KEY OUTCOMES
COMPENSATION
STRATEGY
COMPENSATION
STRUCTURE
COMPENSATION
POLICIES
Incorporates the
concept of Total
Rewards into our
compensation
program offerings,
enhancing the
University’s ability
to attract, retain,
and recognize
employee
contributions.
Enables the
University to
manage
compensation
competitively
through marketbased pay grades
and ranges.
Guidelines for
managing
compensation to
help ensure
internal equity
and consistent
application of the
program.
CAREER
STRUCTURE
Provide staff with
a framework for
planning their
personal
development and
professional
advancement at
the U.
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COMPENSATION
PHILOSOPHY
The University of Miami is committed to recognizing staff
contributions to teaching, research, and service, and to
providing market-competitive pay based on performance.
MARKET
ANALYSIS
CAREER
LEVELS
PAY
STRUCTURE
PAY
POLICIES
COMMUNICATION
& EDUCATION
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PROGRAM DESIGN
The following process was used to design the new CCP.
Career Levels
Refine job families,
determine career
groupings and job
leveling criteria
Define competitive
labor markets, select
benchmark positions
Place positions into
Career Levels
Conduct market
assessment of
benchmark jobs
internal value
Market Analysis
and Structure
external value
Create preliminary pay grades and ranges
Place positions into the
preliminary structure
Continuously review CCP to ensure market
competitiveness
(pay grades and ranges)
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PAY STRUCTURES
The CCP includes a Core pay structure, plus four additional specialized pay structures
(Allied Health , Information Technology, Nursing, and Research) to allow for greater
flexibility in responding to differences in market pay practices.
CORE
STRUCTURE
ALLIED
HEALTH
STRUCTURE
INFORMATION
TECHNOLOGY
STRUCTURE
NURSING
STRUCTURE
RESEARCH
STRUCTURE
PAY GRADE c
PAY GRADE h
PAY GRADE i
PAY GRADE n
PAY GRADE r
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CORE
STRUCTURE
The vast majority of staff jobs will be in the Core
structure, which will include a cross section of job
functions and families, such as:
Finance and Accounting (accountant, financial analyst, finance director, auditor)
Admissions (admissions director, college recruiter)
PAY GRADE c
Student Affairs (academic advisors, student activities representatives)
Human Resources (HR manager, benefits analyst, compensation analyst)
Communications and Marketing (graphic designer, marketing manager)
Facilities and Operations (maintenance mechanics, energy technician, painters)
General Office Support (administrative assistant, receptionist)
Characteristics of the Core structure include:
13 pay grades and pay ranges
Pay grades begin with the letter “c” followed by a numeric value
Includes approximately 60% of staff jobs
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ALLIED
HEALTH
STRUCTURE
PAY GRADE h
The Allied Health structure is designated for health
care professionals involved in ancillary patient care
service (jobs that are distinct from nursing, medicine,
and pharmacy). Allied Health jobs provide a range of
diagnostic, technical, therapeutic, and other patient
services.
Examples include:
Radiologic Technologist
Medical Technologist
Respiratory Therapist
Characteristics of the Allied Health structure include:
9 salary grades and pay ranges
Pay grades begin with the letter “h” followed by a numeric value
Includes approximately 11% of staff jobs
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INFORMATION
TECHNOLOGY
STRUCTURE
PAY GRADE i
The Information Technology structure includes jobs
that are responsible for supporting the University’s
technology needs, such as software development,
telecommunications, networking, and infrastructure
support. Examples include:
Systems Administrator
Database Analyst
Help Desk Technician
Network Engineer
Characteristics of the Information Technology structure
include:
13 salary grades and pay ranges
Pay grades begin with the letter “i” followed by a numeric value
Includes approximately 7.5% of staff jobs
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NURSING
STRUCTURE
PAY GRADE n
The Nursing structure is designated for individual
contributor nursing jobs that are responsible for
patient care services. Jobs in the nursing structure
require a university degree and a registered nurse
license. Examples include:
Registered Nurse
Nurse Specialist
Advanced Registered Nurse Practitioner
Characteristics of the Nursing structure include:
9 salary grades and pay ranges
Pay grades begin with the letter “n” followed by a numeric value
Includes approximately 6.3% of staff jobs
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RESEARCH
STRUCTURE
PAY GRADE r
The Research structure includes jobs employed in the
scientific research and discovery process.
Jobs in this structure work in research administration,
statistical analysis, or applied science within the research
function. Examples include:
Research Associate I, II and III
Scientist
Postdoctoral Associate
Research Support Coordinator
Characteristics of the Research structure include:
13 salary grades and pay ranges
Pay grades begin with the letter “r” followed by a numeric value
Includes approximately 15% of staff jobs
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CAREER +
COMPENSATION
PROGRAM
PAY
STRUCTURES
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Many factors are taken into consideration when
determining your pay.
CAREER +
COMPENSATION
PROGRAM
and
HOW PAY
IS DETERMINED
Salaries are based on the following criteria:
• The job’s role within the University, its
responsibilities and skills requirements
• The individual’s knowledge, skills, experience, and
performance
• Budget availability
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CAREER LEVELS :
Coming in January 2016
Career Levels represent a new component of our compensation program
designed to provide:
•
a structure that aligns jobs in a way that defines pathways for professional growth and
development
•
information needed to understand how jobs progress within and across job families
•
a framework for career progression opportunities that represent lateral and vertical job
changes
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CAREER LEVELS :
How will they work?
The Career Levels segregate all jobs into three career categories:
Leadership and Management
Professional/Research
Administrative, Technical, Trades, and Health Care Services
Within each career category are tiers (or levels) representing varying
levels of job complexity and responsibility. All staff jobs are in one of the
three career categories referred to as a Career Level.
Examples include:
L1 (Leadership and Management – Level 1)
P2 (Professional and Research – Level 2)
A3 (Administrative, Technical, Trades and Health Care Services – Level 3)
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All staff will be in one of five new pay structures with a
new pay grade and a career level.
CAREER +
COMPENSATION
PROGRAM:
Impact on
Employees
Most staff jobs will have salary range minimums,
midpoints, and maximums that are similar to the ranges
on the current structure.
•
•
•
85% have base salaries that are positioned within the range
12% have base salaries that fall below the range minimum
3% have base salaries that are near or above the range maximum
No pay reductions.
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CAREER +
COMPENSATION
PROGRAM:
Impact on New
Employees
With the launch of Workday, employees will be able to login to the
system and view their new grade and Career Level (Career Levels are
known as Management Levels in Workday). Staff can view their pay
grade in Workday under the Compensation tab in the Workers Profile.
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• Frequently Asked Questions
• Guidelines to Managing Staff Pay
CAREER +
COMPENSATION
PROGRAM:
Additional
Resources
• Ulearn Online Course: Understanding CCP
• Supervisor Talking Points
• PowerPoint to Share with Your Teams
• Online Webcasts
• In-Person Information Sessions
Visit miami.edu/hr
Appendix
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PROFESSIONAL
+
RESEARCH
Career Level
Professional/
Research
P6
P5
P4
P3
P2
P1
Professional/Research
• Work is primarily achieved by an individual or
through project teams
• Job requires the application of expertise in
professional or technical area(s) to achieve
results
• Progression through career levels reflect
increasing depth of technical knowledge,
project management, and ability to influence
others:
• Performing technically based activities (early in
career)
• Contributing to and managing projects (midcareer)
• Providing advice/direction in primary areas of
expertise (seasoned/expert)
• Leveraging technical expertise to contribute to
strategy and drive business results (thought
leader)
Examples of Professional and Research Jobs:
Research Scientist, Pharmacist, Registered Nurse, Financial Analyst, Systems Analyst
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LEADERSHIP
+
MANAGEMENT
Career Level
Leadership and
Management
L5
L4
L3
L2
L1
Leadership & Management
• Accountable for managing a team of people,
setting direction and deploying resources;
typically responsible for performance
evaluation, pay reviews, and hire/fire decisions
• Results are primarily achieved through the work
of others and typically depend on the
manager’s ability to influence and negotiate
with parts of the organization where formal
authority is not held
• Progression through career levels reflect
acquisition of broad technical expertise,
business and industry knowledge, and process
and people leadership capabilities
Example of Leadership and Management Jobs:
Assistant Vice President of Marketing, Executive Director of Business Operations, Accounting
Manager, Supervisor of Customer Service
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ADMINISTRATIVE
+
TECHNICAL
+
TRADES
+
HEALTH CARE
SERVICES
Career Level
Administrative,
Technical, Trades,
Healthcare Services
A5
A4
A3
A2
Administrative, Technical,
Trades, Health Care Services
• Office support, operational, technical, and
health care service delivery
• Performs technical tasks required to support
ongoing business operations
• Skills are acquired through vocational education
and/or apprenticeships, certifications, and
specialized or
on-the-job training
• Does not require a university degree
A1
• Skilled technician in a hands-on environment,
often highly specialized
Examples of Administrative, Technical, Trades, Health Care Services Jobs
Nuclear Medicine Technologist, Paralegal, Administrative Assistant, Medical Assistant
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