March 29, 2016
Dear Staff Members,
In our continued efforts to address career progression and compensation issues for staff and faculty, we are working to make significant progress toward our goals established for the Job Evaluation and Grading Project. The job grading sessions with the subject matter experts were successful, and we are now focusing on the behind-the-scenes project work.
As you likely recall, each staff job is being reviewed to ensure that we have job titles, essential functions and knowledge, skills and abilities that accurately reflect the requirements and work being performed. The project also will help us improve our structures for staff job progression and market competitive compensation. It is important to remember that the goal of the project is to review the job itself and not the individual staff member in that job.
Between August and March, our project team worked with more than 160 campus-wide subject matter experts to thoroughly evaluate the duties required for each identified job. These individuals devoted many hours, expertise and professionalism to help ensure the project team received complete, fair and accurate information across the board.
As the job grading piece of the project is completed, the project team will continue to work with our consultant, Towers Watson, to compare each type of job with comparable positions in the respective market to determine a market salary range. As a reminder, all work completed by the project team and subject matter experts serve as recommendations and will be reviewed by our Steering Committee, who is responsible for making recommendations directly to me. We remain committed to our promise that no employee will have a reduction in salary or lose their job because of this process.
You can learn more about that process at jobevaluation.unt.edu.
As we strive to maintain a supportive environment for employees, we’ve worked hard during the course of this project to continue to be proactive in addressing immediate campus-wide and division needs such as reorganizations, market salary concerns, internal salary equity and merit raises.
Thank you for your patience through this long process. We hope that by late summer each staff member will know how the project will impact his or her position.