2. Career + Compensation Program?
What is the
Career + Compensation Program?
The Career and Compensation Program (CCP) is a new pay and career framework designed to enhance the University's ’Canes 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
Opportunities for career movement across the University 2

3. The University of Miami’s Career + Compensation Program will include the following elements:
PAY STRUCTURES
PAY GRADES
PAY RANGES
CAREER LEVELS 3

4. KEY OUTCOMES COMPENSATION STRATEGY COMPENSATION STRUCTURE COMPENSATION
POLICIES
CAREER
STRUCTURE
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 market- based pay grades and ranges.
Guidelines for managing compensation to help ensure internal equity and consistent application of the program.
Provides staff with a framework for planning their personal development and professional advancement at the U. 4

5. 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 5

6. PROGRAM DESIGN Step 1: Selection of benchmark jobs
Finalize structure (pay grades and ranges)
Create preliminary pay grades and ranges
Place positions into the preliminary structure
Refine job families, determine career groupings and job leveling criteria
Place positions into Career Levels
Define competitive labor markets, select benchmark positions
Conduct market assessment of benchmark jobs
Market Analysis and Structure external value
Career Levels internal value
The process of using market analysis to develop the new salary structures can be described in a series of steps
Step 1: Selection of benchmark jobs
Jobs prevalent in the labor market
Duties comparable to jobs in other organizations
Jobs that represent the responsibilities of a number of employees
Step 2: Review published salary survey job descriptions to determine “match”
“Match” is based on comparison of survey job duties to UM job descriptions; not based on job title
70% - 80% of the survey job definition must be represented by the UM job to be considered a “match”
Step 3: Gather salary survey data from at least two sources for “matched” jobs to determine external value
Step 4: Average market median data for benchmark jobs are used to construct the new salary structure
Step 5: Jobs are assigned to the structure based on similarities in internal and external value 6

7. PAY STRUCTURES
The CCP includes a Core pay structure, plus four additional specialized pay structures (Allied Health , Information Technology, 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 7

8. Characteristics of the Core structure include:
The vast majority of staff jobs will be assigned to 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)
Student Affairs
Human Resources (HR manager, benefits analyst, compensation analyst)
Communications and Marketing (graphic designer, marketing manager)
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
PAY GRADE c 8

9. Characteristics of the Allied Health structure include:
The Allied Health structure is designated for health care professionals involved in direct and indirect 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
PAY GRADE h 9

10. INFORMATION
TECHNOLOGY
STRUCTURE
Jobs assigned to the Information Technology structure 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
PAY GRADE i 10

11. Characteristics of the Nursing structure include:
The Nursing structure is designated for individual contributor nursing jobs that are responsible for patient care services. Jobs assigned to 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
PAY GRADE n 11

12. Characteristics of the Research structure include:
Research structure is designated for those jobs employed in the scientific research and discovery process.
Jobs assigned to 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
PAY GRADE r 12

13. CAREER LEVELS : Coming in FY 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 13

14. 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 have been assigned a career category and tier, also referred to as a career level assignment. Examples include:
L1 (Leadership and Management – Level 1)
P2 (Professional and Research – Level 2)
A3 (Administrative, Technical, Trades and Health Care Services – Level 3) 14

15. CAREER + COMPENSATION PROGRAM:
Impact on Employees
Staff will be assigned to one of five new salary structures and a new salary grade, along with a new career (management) level assignment.
Most 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. 15

16. CAREER + COMPENSATION PROGRAM and PAY
MANAGEMENT
Salaries are based on an individual’s grade, skills, experience, performance, and budget availability.

17. 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. 17

18. Appendix 18

19. 19

20. Leadership and Management+
MANAGEMENT
Career Level
Leadership and Management
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 L5 L4 L3 L2 L1
Example of Leadership and Management Jobs:
Assistant Vice President of Marketing, Executive Director of Business Operations, Accounting Manager, Supervisor of Customer Service 20

21. Professional/Research+
RESEARCH
Career Level
Professional/
Research
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 (mid- career)
Providing advice/direction in primary areas of expertise (seasoned/expert)
Leveraging technical expertise to contribute to strategy and drive business results (thought leader) P6 P5 P4 P3 P2 P1
Examples of Professional and Research Jobs:
Research Scientist, Pharmacist, Registered Nurse, Financial Analyst, Systems Analyst 21

22. Administrative, Technical, Trades, Healthcare Services+
TECHNICAL
TRADES
HEALTH CARE SERVICES
Career (Management) Level
Administrative, Technical, Trades, Healthcare Services
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
Skilled technician in a hands-on environment, often highly specialized A5 A4 A3 A2 A1
Examples of Administrative, Technical, Trades, Health Care Services Jobs
Nuclear Medicine Technologist, Paralegal, Administrative Assistant, Medical Assistant 22