- General Project Questions
- What is the OA Job Family Framework Project?
- Why is the University conducting the OA Job Family Framework project?
- Which employees are included in the Job Family Framework project?
- What is the expected project timeline?
- Who is involved in this project?
- Who is Sibson Consulting?
- Is this project related to the Oregon Equal Pay Act?
- Will this project impact an individual OA’s compensation?
- Where can I submit questions or provide feedback regarding the project?
- OA PD Update Initiative Questions: Officers of Administration
General Project Questions
What is the OA Job Family Framework Project?
This project is 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 implemented in 2016.
The second phase of the project will expand upon the work completed in phase one and create a compensation philosophy for OAs, as well as a framework that offers OAs enhanced visibility and transparency about how positions across campus relate to each other.
Why is the University conducting the OA Job Family Framework project?
The university recognizes the unique role OAs serve as we pursue our mission of delivering exceptional teaching, discovery, and service. Building a comprehensive job family framework for OAs strengthens our ability to attract and retain top talent. The new framework will also provide OAs with additional information to help them identify growth opportunities and pursue career advancement at the University of Oregon, a request that was clearly articulated by officers of administration in the climate survey recently conducted by OA Council.
Which employees are included in the Job Family Framework project?
Officers of administration are the focus of the project, which includes faculty serving in administrative roles. This project will not include faculty, graduate assistants, post docs, student employees, and classified employees.
What is the expected project timeline?
The project is expected to take 18-24 months. Our anticipated implementation is 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 a structure: Summer of 2019 through spring of 2020
- Implementation: Summer 2020 through the end of calendar year 2020
Who is involved in this project?
The completion of this project will be the collective effort of an advisory committee, an HR project team from University Human Resources, and Sibson Consulting firm. Throughout the project, stakeholders, including officers of administration, will be engaged in the process in various ways.
Who is Sibson Consulting?
Sibson Consulting offers strategic human resources consulting in various industries, most notably in higher education. They have completed projects similar to the OA Job Family Framework project at many academic institutions across the country, including Portland State University and Oregon State University. To learn more about Sibson Consulting go to www.sibson.com.
Is this project related to the Oregon Equal Pay Act?
This project will provide clarity, consistency, and compliance regarding OA positions at the university. It will inform other HR work, including the implementation of the Oregon Equal Pay Act (OEPA). When the OA salary bands were implemented in 2016, we indicated that the second phase of the project, building out the job family framework, would be done in the future. The implementation of the OEPA made it important to begin the project now, as the framework will provide us with clarity around how positions across campus relate to each other, which is useful when making compensation comparisons in accordance with OEPA.
Will this project impact an individual OA’s compensation?
Individual compensation rates will not be adjusted through the process of developing and implementing a job family framework. The scope of this project does not include an analysis of OA compensation. After the framework is finalized and implemented, it will be used as a tool to help the university better understand how positions relate to one another across campus and to inform appropriate pay for new hires, promotions, and other position and pay actions.
Where can I submit questions or provide feedback regarding the project?
If you have questions or comments regarding this project, it is best to submit them via email at firstname.lastname@example.org, so they can be routed to the appropriate person for a timely response. As the project progresses, there will be opportunities to engage in the process, ask questions, and provide feedback.
OA PD Update Initiative Questions: Officers of Administration
Why are we updating PDs?
Developing a job family framework requires a review and evaluation of officer of administration (OA) positions. Since OA positions and job titles vary widely across the university, position descriptions (PDs) will serve as the primary tool for completing the evaluation process. It is imperative to this project that the information regarding the scope and responsibilities of positions provided in the position description for each OA position is accurate and up-to-date.
Do all OA position descriptions need to be updated?
Yes, all OA position descriptions need to be updated for this project. This includes position descriptions for post-retirement and faculty serving in OA positions. To confirm whether or not a position description needs to be updated for the purposes of this project, check the position’s Employee Class in Banner. If it starts with an “A”, then the position is an OA position and the position description needs to be updated.
Can I view my position description?
Yes. Employees can access and view their position description in MyTrack (instructions available). Please note that a position description is not viewable when it is being edited or in an approval process in MyTrack. Contact your supervisor or your unit’s HR representative if you are unable to view your position description in MyTrack.
What is my role in updating my PD?
OAs have a unique understanding of their role and responsibilities, and their input is valuable to the process of creating and maintaining accurate position descriptions. OAs are encouraged to reach out to their supervisors to learn more about how they can participate in the PD review process.
What if I don’t agree with the information my supervisor submits in my PD?
While the final decision making authority rests with the supervisor/unit leadership, it is important to engage the employee in the crafting of their position description. If you have questions or concerns regarding what was submitted in your PD, you are encouraged to talk with your supervisor, your unit’s HR representative, or Annie Herz, Associate Director of Employee & Labor Relations in University Human Resources.