The long-term effectiveness of any compensation and classification system requires a process for keeping classification descriptions up to date. Failure to maintain accurate classification descriptions is a frequent reason why compensation and classification systems lose credibility. For that reason, the Compensation and Classification Unit will review all Job Function and Job Family purpose statements, as well as all Job Family Classification descriptions on an approximate five-year cycle. The ongoing review may lead to the creation of new classifications, deletion of existing classifications, changes to pay levels, title changes and/or revisions to the language contained in the classifications.
There are two distinct classification review process periods each year. The first cycle begins in April with all requested changes completed by mid-August. These changes, if approved, would be effective on October 1st. The second cycle begins in October with all requested changes completed by mid-February. These changes, if approved, would be effective on April 1st. If there are emergent needs that require action outside of the established two-cycle process, we would work in collaboration with the Board of Regents to determine the appropriate course of action. The Compensation and Classification Unit is committed to reviewing all Job Function and Job Family purpose statements, as well as all Job Family Classification descriptions. Please send any suggestions for classification reviews to your HR unit representative who will route them through the Senior HR Leader of the college or division.
Results of the 2018-2019 Review Process
This year, 23 Job Families and 70 Job Classifications were reviewed. This included the creation of 5 new classifications that are listed below. The majority of job families included modification to the key areas of responsibility and classification descriptors.
Job Families Reviewed
|Job Families Reviewed|
|Business Intelligence & Data Analytics|
|Core Facility Research|
|Creative Media Production|
|Deeded Body Program Coordinator/Manager|
|Educational Support Services|
|Environmental Health & Safety|
|Performing Arts Events Management|
|Performing Arts Programming|
|Pharmaceutical Care Services|
|Presidential Public Relations Specialist|
|Safety & Security|
|Special Assistant to the VP, HR|
|JbCd||Level||Job Function||Job Family||University Classification|
|PIX1||3B||Information Technology||Business Intelligence & Data Analytics||Business Intelligence Analyst|
|PIX2||4B||Information Technology||Business Intelligence & Data Analytics||Senior Business Intelligence Analyst|
|PIX3||5B||Information Technology||Business Intelligence & Data Analytics||Business Intelligence Architect|
|PIX4||6B||Information Technology||Business Intelligence & Data Analytics||Data Scientist|
|PIX5||7B||Information Technology||Business Intelligence & Data Analytics||Senior Data Scientist|
Pay Level Changes
For more information related to the review of classifications and pay levels, please visit Compensation and Classification Information for Departments.