An assist on understanding the new P&S job titles

By month's end, professional and scientific (P&S) employees will know their job profiles in the university's new market-based P&S classification and compensation system. To help them understand their placement and assess whether it's accurate, classification and compensation staff added a second set of resources to the project website this week. The five new aids join five posted previously.

Additionally, employees will be able to see the 29 job families, containing 580-plus job profiles, as part of their assessment. By June 22, a new job aid on the project resources page will show employees how to access this information in Workday.

Implementation dates

  • June 22: Managers receive their employees' job title assignments via email
  • June 29: Employees receive their job title assignments via email and review with their managers
  • July 24: Deadline to submit a job title review request (for employees or their managers who question their job title assignment)
  • August: UHR staff and HR service delivery staff complete reviews and notify managers and employees of outcome
  • Aug. 30: New P&S classification/compensation system goes live in Workday

June 22 is the date managers of P&S employees will receive emails announcing new job profiles for the employees they supervise. Employees will receive similar emails June 29, though managers may share the new job profiles with employees anytime. Managers and employees should discuss the assigned job profile, and the new aids are intended to help guide those conversations. If they decide the job profile assignment doesn't accurately reflect a majority of the employee's work, they may decide to request a review.

From March through May, leaders at a local level (unit or department) decided what job titles their employees should hold. HR delivery staff provided coaching, as needed, to keep the jobs framework intact.

"We believe the large majority of our P&S employees are appropriately situated," said Emma Mallarino Houghton, director of classification and compensation in university human resources (UHR). "But since we first began discussing implementation last fall, we've talked about the importance of employees reviewing their own job profile -- and the opportunity to request a review if they think it's not an accurate fit for the work they do.

"We're finally at that point in implementation," she said.

Employee title review resources

The new title review resources managers and employees may use are:

  • Title discussion talking points. A summary of reminders, online resources and questions to ask when considering an assigned title.
  • Title review guide (separate but similar versions for managers and employees). A step-by-step checklist for assessing the accuracy of a job profile assignment.
  • Title review process chart. A summary of what should occur between June 29, when P&S employees know their new job profile, and July 24, when forms are due for those who request a job title review.
  • Title review FAQ. Answers to about 20 common questions on the new classification/compensation system, what changes because of it (and what doesn't), and how to request a review.

Exemption status

In addition to title and level, managers and employees will receive information about the FLSA (federal Fair Labor Standards Act) exemption status of their new job profile. As she has communicated throughout the project, Mallarino Houghton said FLSA exemption is a critical regulatory component of the job title development process.

"By sharing additional information with employees and their managers on the FLSA exemption status of their job profile, we are providing time for review and additional training for employees on what it means to be exempt and nonexempt," she said.

Resources related to FLSA can be found on the classification and compensation website. Mallarino Houghton said newly nonexempt employees will not be required to track time until their title assignments are official on Aug. 30. UHR will communicate with impacted employees leading up to that date.

Launched three years ago, the P&S classification and compensation review project gives the university a system that reflects best practices and is intended to recruit, retain and reward exceptional employees.


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