This glossary will provide information and definitions behind the technical terminology related to the university’s job classification structure. If you have any additional questions about a term used on this website, please contact email@example.com.
The system that organizes and groups together all jobs at the university based on the type of work and level of work performed. All jobs within the structure have four defined elements; job family, subfamily, career stream, and level. Jobs are grouped based on the type of work performed (job family and subfamily), and then further organized by level of work performed (career stream and level).
This is the formal group title for all jobs in a job classification based on their substantially similar type and level of work.
A series of defined levels within a job family where the nature of the work is traditionally similar (e.g., accounting, facilities management) and the levels represent the organization’s requirements for increased skill, knowledge and responsibility as the employee moves through a career.
Career Path Program
The university’s classification structure, which helps employees to identify potential job opportunities that are within an their interests and skillsets.
Career Path Project
The multi-year engagement of university leadership and key stakeholders to identify and map out job classifications. The goal of the project was to create a more meaningful and transparent job classification structure to help all employees better understand their current job classification and provide the ability identify potential career path(s).
The four broad roles within the organization, Executive, Manager, Individual Contributor, or Service & Support that are based on the level within the organization, the focus of the role, and type of tasks typical to those jobs.
Basic units of knowledge, skills and abilities employees must acquire or demonstrate in order to successfully perform work.
A job that encompasses multi-functional responsibility for a combination of different areas that are all important and necessary for the role (i.e., incumbent wears multiple hats) and typically represents two or more separate jobs (e.g., financial analyst and trainer).
The total collection of tasks, duties and responsibilities assigned to one or more individuals whose work has the same nature and level of work.
Process of identifying the roles, responsibilities, competencies and requirements to successfully perform a job.
A formal grouping of jobs based on a substantially similar type and level of work.
This is the public title most often used in email, on business cards, etc.
Process for assigning a job classification, which then assigns job family, sub-family, career stream and level for a job.
A grouping of jobs based on similarity of responsibilities.
A more distinct grouping of jobs based on similarity of responsibilities and specialties.
The market in which workers compete for jobs and employers compete for workers.
A process conducted by University Compensation Staff to analyze job trends and salary levels/rates paid in the market. Market data reflects the geographic regions and the types of industries from which we recruit. These may include for-profit and not-for-profit organizations, local and national organizations, government and higher education institutions as well as general industry firms. Results of the market analysis process are used to make recommendations for pay ranges for job classifications.
Rate of pay for each job based on the aggregate, representative market data from salary surveys.
A group of specific duties, tasks and responsibilities assigned to one employee.
A detailed summary of the duties attributed to a job classification.
Reflects the context within which the job operates and the nature of the work performed.
A specific component in a salary structure that groups jobs for pay policy application. All jobs in a salary grade have the same salary range: minimum, midpoint and maximum.
The range of salaries, from minimum to maximum, that is assigned to a group of jobs that have similar pay rates in the market.
The array and hierarchy of salary grades and the associated pay ranges established for different jobs within an organization.
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