Human Resources has launched the second phase of the Officer of Administration (OA) Compensation project. The first phase of the project resulted in the implementation of salary bands for OA positions in 2016. The salary bands were reviewed and updated in fall of 2018.
The second phase of the project will expand upon the work completed in phase one and create a job family framework that offers enhanced visibility and transparency about placement, growth and career advancement opportunities.
Purpose & Goals
The OA Job Family Framework Project has three primary goals:
- Clarity: To retain and attract talent by creating a structure that clarifies how OA positions across campus relate to each other and improve an OA's ability to evaluate job opportunities at the University of Oregon.
- Consistency: To enhance transparency, consistency, and efficiency of compensation decisions by developing a structure and tools for units and HR to use when creating and evaluating new and revised position descriptions.
- Compliance: To support the university’s goal to compensate OAs fairly and equitably and ensure continued compliance with the Oregon Equal Pay Act.
The completion of this project will be the collective effort of an advisory committee, an HR project team from University Human Resources, and Segal consultants. For more information about the role of each group, visit the project overview webpage.
Unit Review Process
Human Resources has started the next step in the review process as we work towards the development of the OA Job Family Framework, which involves a collaboration with unit leadership and their designated representatives. The first round of review began in the winter of 2020 and focused on job families and job functions.
In this second step, unit leadership and their designated unit representatives will review the placement of OA positions into a job level within their assigned job family and function. They will also have the opportunity to take a second look at the families and functions assigned to each OA position within their unit based on feedback provided in the first round of review. This second step of the review process is expected to continue through spring term.
The collective effort of the advisory committee, HR, and the consulting firm requires the input and thoughtful contributions of many. Throughout the project, stakeholders, including officers of administration, will be engaged in the process in various ways.
Listening sessions were conducted on May 1 to allow OAs to engage in this project and provide insight and feedback. The presentation slides used at the sessions provide context for the discussions. Common themes from the feedback provided by the campus community are outlined in the Where are we now? post.
Campus constituents are welcome to provide comments, feedback, or ask questions at any time throughout the duration of the project.
The OA job family framework project will be ongoing over the next 18 to 24 months as we conduct a comprehensive review of OA positions and engage many stakeholders in the process. We expect the job family framework to be fully implemented by the end of calendar year 2020.
Major milestones, with estimated timeframes, include:
- Organization and Project Kick-Off: December 2018 – January of 2019
- Discovery and information gathering: Ongoing through summer of 2019
- Development and refinement of the framework: Summer of 2019 through summer of 2021
- Implementation: Fall 2021 through the end of calendar year 2021
If you have questions or comments regarding this project, it is best to submit them via email at email@example.com, so they can be routed to the appropriate person for a timely response.