The compensation project at the University of Tennessee consisted of three important phases, aimed at enhancing the overall compensation and classification structure. These phases involved the revision of staff position descriptions, the evaluation and updating of job families, and the implementation of a thorough market-based pay assessment. The changes were rolled out in January 2021, ensuring a fair and competitive compensation framework for university employees.
Let’s take a closer look at each phase:
Phase 1: Position Descriptions
In the first phase of the compensation project, the University of Tennessee replaced the former position description questionnaire (PDQ) with a new and improved position description (PD) form. This updated form provides a comprehensive and detailed overview of the roles and responsibilities associated with each staff position within the university.
Phase 2: Reviewing and Updating Job Families
The second phase of the project focused on reviewing and updating job families. Job families are classifications that group together positions with similar types of work. The objective was to ensure that the job families accurately reflected the current roles and responsibilities within the university, allowing for a more effective compensation and classification structure.
Phase 3: Market-Based Pay Assessment
The final phase involved conducting a market-based pay assessment to determine appropriate pay ranges for positions within the university. This assessment considered market trends and external benchmarks to develop a competitive pay structure that aligns with relevant job markets.
By completing these compensation project phases, the University of Tennessee has established a robust and comprehensive framework for compensation and classification. This ensures that staff positions are accurately described, job families are up-to-date, and pay ranges are competitive within the market.
