Career Paths is the job classification system for positions covered by the UConn Professional Employees Association (UCPEA). Career Paths reflects our strong desire to ensure that our classification and compensation practices are as fair and competitive as possible, provides a clear understanding of advancement opportunities for employees, incorporates contemporary metrics to categorize and level work, and is responsive to the changing needs of UConn and our complex work environment.
All positions covered by the UCPEA have an associated Job Template and Job Specification. Job Templates are created by Human Resources and provide a broad overview of a job and its expectations, while Job Specifications are created by departments and provide a more detailed and position-specific description of work for the local level that narrows the focus to individual (or like) positions.
Additionally, as a facet of Career Paths and in accordance with UCPEA Article 31.2, Human Resources has developed a Career Progression program. Career Progression is a process by which employees progress, with approval from their supervisor, within their current Job Template due to increased job proficiency and/or relevant professional development.
For more information about the Career Paths system, please review the System Overview and Glossary below.
SYSTEM OVERVIEW
Career Paths uses general descriptors to categorize work by (1) Occupation and by (2) Level.
Occupational Groups are broad categories of associated or related occupations. Each Occupational Group consists of Job Families, Job Paths, Job Titles, Job Categories, and Job Levels.
The first subdivision of the Occupational Group is the Job Family. Job Families group related jobs with similar work, requiring like training, skills, knowledge, and experience.
Job Families are more detailed than Occupational Groups, further organizing work through grouping professionally similar jobs that often possess different titles across UConn.
The second subdivision of the Occupational Group is the Job Path. Job Paths group roles with a progressive growth in qualifications, complexity, and independence. For some employees, a Job Path may serve as a career trajectory.
Career Paths decreases the number of classification levels from 12 to 9.
Within these 9 classification levels, there are two primary “categories” for employees: Professionals and Managers.
Positions within the Professional Category (also referred to as individual contributor) primarily provide a professional service, which may be specialized or general in nature, to any assigned department in the University.
Positions within the Manager Category provide supervision or management over a department charged with providing a variety of cross-disciplinary services. The majority of time is spent supervising staff or setting a team’s strategic direction.
| CATEGORY | DESCRIPTION |
|---|---|
| Professionals | Professionals 1 – 4:
Professionals 5-7:
|
| Managers |
|
Career Paths also contains a limited 9th level, reserved for highly-specialized positions that require specific credentialing and education to perform the primary role or core functions of the job. Positions within the 9th level must have direct impact on health or institution-wide initiatives.
A position’s Job Level is based on the job’s core responsibilities weighted against five leveling criteria: General Role; Education, Knowledge, and Experience; Independence and Decision Making; Complexity and Problem Solving; and Scope and Measurable Effect. For more information about Job Levels and the Leveling Criteria, please review the Leveling Guide created by Human Resources.
JOB TEMPLATES AND SPECIFICATIONS
A Job Template provides the scope, key responsibilities, knowledge, and skill requirements of a job; it also serves as the foundational job standards.
A Job Template includes: the General Summary, Reporting Relationships and Teamwork, Essential Duties and Responsibilities, Minimum Qualifications, Competencies, and Conditions of Employment.
As foundational standards, Job Templates represent a broad outline of a job that hiring departments can then transform into a more detailed position description for the local level. These detailed descriptions, known as Job Specifications, include the roles, responsibilities, duties, and scope specific to the department and position.
GLOSSARY
| PHRASE | DEFINITION |
|---|---|
| Complexity and Problem Solving Criteria | Complexity and Problem Solving Criteria represents the analytical process required to asses and resolve problems commonly presented to the job. The range of prescribed options available to resolve problems and the latitude the incumbent has to revise or develop an option is taken into consideration. |
| Education, Knowledge, and Experience Criteria | The Education, Knowledge, and Experience Criteria provides the framework for the job's minimum qualification requirements. This includes such factors as the degree, years of experience, position specific knowledge, skills, and abilities necessary. |
| Functional Job Title | While every position has a Job Title, positions may also have a Functional Job Title. This Functional or “Business Card” Title is determined locally and creates a more distinct description for a position. |
| General Role Criteria | The General Role Criteria provides the general purpose or reason for the existence of the position. |
| Independence and Decision Making Criteria | Independence and Decision Making Criteria focuses on a position’s latitude to act independently and outlines the boundaries which limit a position's latitude. A position’s latitude is affected by factors such as supervisory controls and procedural/administrative constraints. |
| Job Category |
Job Category is the broadest grouping category in the classification system. The UCPEA Job Classification System, Career Paths, groups jobs into one of two Job Categories: Professional and Manager. |
| Job Classification System |
UConn’s Job Classification System, Career Paths, is designed to provide a systematic method to manage the categorization of professional staff positions at the University. This system is intended to group jobs by commonalities found in a job’s various attributes. Classification systems use a consistent metric to evaluate the work. Components of this Job Classification System include Leveling Criteria, Occupational Groups, Job Families, Job Paths, and Salary Bands. |
| Job Specification |
The Job Specification is a detailed explanation of the position’s duties and responsibilities. Job Specifications are unique to each position and include the specific requirements and expectations of the role within the unit. |
| Job Family |
The Job Family is the first subdivision of the Occupational Group. Job Families group related jobs with similar work, requiring like training, skills, knowledge, and experience. Job Families provide a more detailed category to further organize work through grouping similar jobs that often possess different titles across an institution. Each Family consists of different Job Paths and Titles. |
| Job Level |
The Job Level is determined by the General Role and the amount of Education, Knowledge, and Experience, Independence and Decision Making, Complexity and Problem Solving, and the Scope and Measurable Effect a job requires. A position’s Job Level is based on the measure of these factor against the job's core responsibilities. |
| Job Path |
The Job Path is the second subdivision of the Occupational Group by further grouping roles (the first being the Job Family). Roles grouped within the Job Path are primarily differentiated by a progressive growth in qualifications, complexity, and in the independence required of the job. The Job Path may serve as an employee's career path guide. |
| Job Template |
The Job Template documents basic information such as the job’s title, duties and responsibilities, reporting line, and the minimum qualifications. The Job Template is relevant to all positions in the Job Title and serves as a starting point for the more individualized Job Specifications. |
| Job Title |
The Job Title describes a job in the organization. Jobs with sufficient commonalities are grouped together and given a single title. |
| Job |
Job describes a compilation of tasks assigned to and performed by employees in an organization. |
| Leveling Criteria |
Leveling Criteria describe a group of factors in a job used to determine the job's level in a classification system. The five Leveling Criteria in the classification system include: General Role; Education, Knowledge, and Experience; Independence and Decision-Making; Complexity and Problem Solving; and Scope and Measurable Effect. |
| Leveling Guide |
The Leveling Guide serves as a reference guide for the levels within a classification system, illustrating the differences by level for each leveling criteria. |
| Manager Category |
The Manager Category is characterized by providing a combination of supervision/management over a department charged with providing a variety of cross-disciplinary services. The task of supervising staff in itself does not necessitate the “Manager” category. This category applies to positions with primary responsibility and majority of their time managing a program, organization, unit, etc. Parts of managing include the accountability for planning, assessing, and developing both the program and staff charged with administering and delivering that program. Incumbents should have both oversight of professional and non-professional staff, and business and/or administrative operations. |
| Mapping |
Mapping is the process of determining the placement of a job in the new classification system. |
| Occupational Group |
The Occupational Group broadly categorizes associated or related occupations. Each Occupational Group consists of Job Titles, Job Paths, Job Categories, and Job Levels. |
| Professional Category |
The Professional Category (also referred to as individual contributor) is characterized by positions that are accountable for providing service to any assigned department in the University. These positions are primarily accountable for their own workload and may have supervisory responsibilities for individuals performing similar or same tasks. Examples of supervisory responsibilities performed by those in the Professional Category include staff scheduling, performance evaluations, assigning and prioritizing daily tasks, and responding to atypical issues and concerns.
Professionals 5-7 serve as an expert or an advanced resource capacity in an area of specialization. This specialization usually requires specific education or professional credentials and experience. |
| Salary Bands |
Salary bands standardize compensation across similar skill sets and responsibilities. There is an established minimum, maximum, and mid-point determined for each band. |
| Scope and Measurable Effect Criteria |
The Scope and Measurable Effect Criteria speaks to the impact of a job’s actions, decisions, or role on individuals, a group of individuals, or a service being provided. |
CAREER PATHS FREQUENTLY ASKED QUESTIONS
How are the leveling criteria weighted? Is one criterion more important than the others?
All of the leveling criteria are weighted equally. One criterion is no more important than another. It would be unlikely that any one criterion would be significantly outside the job level of the others. For example, the education, knowledge, and experience requirements of the position would be in line with the general role and independence in decision-making and complexity of problem solving expected of the position.
If an employee is below the minimum salary for their corresponding salary band after reclassification, will they be brought up to the new salary minimum?
Yes. These employees will be brought up to the minimum salary for their corresponding salary band.
If an employee is above the salary maximum for their corresponding salary band, would they be eligible for future contractual increases?
“If, at the time University performance-based compensation is being issued, an employee has reached the maximum amount, and receives a recommendation for a performance based compensation increase that is approved by the President, Vice President or Provost, they shall have that amount converted to a lump sum payment that will not be added to the base salary.” (UCPEA Collective Bargaining Agreement July 1, 2021-June 30, 2025; article 32.4).
Can Job Templates be revised?
Yes. As work evolves, HR fully anticipates and encourages the consideration of changes to the job templates as necessary.
What if a department wants to recruit candidates with different qualifications than the qualifications stated on the job template?
Language in the job templates is used to create consistency in hiring. For internal and posting purposes, units may adapt requirements to better fit their needs. For instance, a unit may adjust a template from requiring a “BA” to a “BA in a related field.”
LONGEVITY
Effective July 1, 2024
| Salary Band | 10 Years Service | 15 Years Service | 20 Years Service | 25 Years Service - Full Increment |
|---|---|---|---|---|
| 1 | $238.50 | $477.00 | $715.50 | $954.00 |
| 2 | $267.00 | $534.00 | $801.00 | $1,068.00 |
| 3 | $299.25 | $598.50 | $897.75 | $1,197.00 |
| 4 | $335.00 | $670.00 | $1,005.00 | $1,340.00 |
| 5 | $375.25 | $750.50 | $1,125.75 | $1,501.00 |
| 6 | $420.25 | $840.50 | $1,260.75 | $1,681.00 |
| 7 | $470.75 | $941.50 | $1,412.25 | $1,883.00 |
| 8 | $527.00 | $1,054.00 | $1,581.00 | $2,108.00 |
| 9 | $590.25 | $1,180.50 | $1,770.75 | $2,361.00 |
UCPEA SALARY SCHEDULE 2024
Effective July 1, 2024
| Salary Band | Minimum | Midpoint | Maximum |
|---|---|---|---|
| 1 | $45,842 | $59,595 | $73,348 |
| 2 | $51,344 | $66,747 | $82,150 |
| 3 | $57,505 | $74,756 | $92,008 |
| 4 | $64,405 | $83,727 | $103,049 |
| 5 | $72,134 | $93,774 | $115,414 |
| 6 | $80,790 | $105,027 | $129,264 |
| 7 | $90,485 | $117,630 | $144,776 |
| 8 | $101,343 | $131,746 | $162,149 |
| 9 | $113,504 | $147,555 | $181,607 |
