Career Paths

UConn Career Paths

Human Resources is developing an entirely new job classification system for UConn’s professional positions. This new job classification system, Career Paths, will be responsive to the changing needs of the University and the complex work environment in which we function. Career Paths will be a consistent, clearly defined, and more efficient and effective classification framework for managing our workforce and providing a better understanding of advancement opportunity for employees.

Compared to the previous classification system, Career Paths more accurately describes individual positions by providing flexibility for leadership on how to describe and title position work, while using contemporary metrics to rank the work.


UConn Career Paths:

  • Reduces the number of classification levels from 12 to 8;
  • Introduces two new "categories" for employees: Professional and Managers;
  • Has no negative impact to annual base pay;
  • Maintains job duties; and
  • Fulfills Article 31 of the UCPEA collective bargaining agreement.
  • Provides managers the flexibility to title and define the work specific to their organization with broad organizational level and occupational group definitions;
  • Defines paths through an occupational group, showing the requirements of the position while moving through categories and levels;
  • Defines core expectations, such as levels of accountability, problem solving and required skills at each organizational level;
  • Defines skills and qualifications for other occupational groups to aid in considering changes in career paths;
  • Validates work by utilizing an accurate description of a position’s work as opposed to a best-fit description;
  • Attracts, retains, and motivates individuals to optimally perform through clearly defined growth paths;
  • Includes more advantageous salary growth with percentage-based adjustments through levels as opposed to static amounts;
  • Establishes hiring ranges based on market comparisons;
  • Provides a streamlined/objective review process through a systemized and defined classification review system;
  • Provides descriptive expectation measures by organizational level.
Career Paths creates a system for recruiting, developing, evaluating, compensating, and retaining employees for a large, complex, and diverse organization like UConn. The system also provides a clearer description of an employee’s career path and expectations.
What Has Happened So Far
In the fall of 2017, Human Resources distributed Job Inventory Worksheets (JIW) to employees in an effort to identify core competencies of each position directly from our employees and their supervisors. Human Resources received JIWs from 88% of our UCPEA members.

What Is Happening Now
Human Resources continues to review and analyze the job information provided by employees through the JIWs to develop Occupational Groups, Job Families, and Paths.

What Will Happen
After reviewing and analyzing all JIW information, Human Resources will finalize the framework of Career Paths, the University’s new classification system. Once the system is in place, Human Resources will map positions to new classification levels.

  • Occupational Group: Broadly categorizes associated or related occupations. Each Occupational Group consists of Job Titles, Job Paths, Job Categories, and Job Levels.
  • Job Family: 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 Job Family consists of different Job Paths and Titles.
  • Job Path: The Job Path is the second subdivision of the Occupational Group (the first being the Job Family). Roles grouped within the Job Path are primarily differentiated by a progressive growth in qualifications, complexity, and the independence required of the job. The Job Path may serve as an employee's career path guide.
  • Job Category: Job Category is the broadest grouping category in the classification system. Career Paths groups jobs into one of two Job Categories: Professional and Manager.
  • 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 factors against the job's core responsibilities.
  • Job Title: The Job Title describes a job in the organization. Jobs with sufficient commonalities are grouped together and given a single title.

This classification system contains two broad categories or Job Categories: Professionals and Managers. Of note: while the descriptions within these Job Categories account for the vast majority of jobs, they are generalized descriptions.

CATEGORY DESCRIPTION
Professionals Professionals 1-4:

  • Are accountable for only their own workload.
  • Do not have formal or direct supervisory responsibilities, but may have lead responsibilities for the purposes of short to moderate termed special projects.
  • Success is typically attributed to the position’s individual efforts.
  • Can and often have an area of specialization.

 

Professionals 5-7:

  • Serve in an expert or the most advanced resource capacity in an area of specialization, requiring specific education or professional credentials and experience.
  • Due to the extremely specialized focus of the work, direct supervision of staff is not a regular or primary function, with the exception of when facilitating or leading large projects.
  • Possess lead responsibilities on an ongoing/regular basis over major projects or initiatives while serving as a highly proficient resource on specialized subject matter.
  • The measure of impact is evidenced in the direct effect on a large project for the department, division, and/or University.
Managers
  • These types of positions are characterized by having direct supervisory reports.
  • These positions generally have oversight of professional and non-professional staff, as well as business and/or administrative operations.
  • An incumbent's success is typically attributed to the success and extraordinary contributions of their subordinate staff.
  • These positions possess lead responsibilities on an ongoing/regular basis over major projects or initiatives while serving as a highly proficient resource on specialized subject matter.

Within each broad category, there will be 2 to 4 organizational levels that will more specifically define the minimum expectation parameters for each position. As the organizational level rises, there is an increase in the degree of core expectations.

The 5 Leveling Criteria will determine job “mapping” in the new system. Depending on the type of position and the position’s hierarchal-standing within the organizational structure, each of these criteria exists in varying degrees. The position’s organizational level designation is based on the measure of these core criteria factors.

CRITERIA
General Role Provides the general purpose or reason for the existence of a position.
Education, Knowledge, and Experience Provides the framework for minimum requirements:

  • Degree;
  • Years of general experience and special experience;
  • Position specific knowledge and skills; and
  • Interpersonal skills.
Independence and Decision-Making 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.
Complexity and Problem Solving Represents the analytical process required to assess 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.
Scope and Measurable Effect Speaks to the impact of a job's actions, decisions, or role on individuals, a group of individuals, or a service being provided. Another variable to consider here is the position's direct or indirect impact on a final product.
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 Description
The Job Description is a detailed explanation of the position’s duties and responsibilities. Job Descriptions 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 Descriptions.
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. Incumbents should generally have oversight of professional and non-professional staff, as well as 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 primarily accountable for providing service to any assigned department in the University. These positions are typically accountable for only their own workload and do not have formal supervisory responsibilities.

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. These positions do not have formal or direct supervisory responsibilities, but may have lead responsibilities for the purposes of long termed projects.

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.

JOB CLASSIFICATION SYSTEM TIMELINE

Spring 2019

  • Human Resources will engage Subject Matter Experts to review job templates, adjusting the number and level of jobs within the system to meet on-the-ground organizational needs.
  • Human Resources will meet with University leaders to share the structure of Career Paths.
  • Human Resources will finalize the structural framework of Career Paths, including the occupational groups, job families, and job paths.
  • Adopt the new classification system, establishing job families and sub-families, pay bands, and draft job templates.

Summer 2019

  • Human Resources will determine where to map work into the new classification system.
  • Implement the new classification system for new hires.

Fall 2019

  • Map current positions into new system.

UCPEA Job Inventory Worksheet (JIW) and Additional Project Information

CONTACT US
hr-communications@uconn.edu
860.486.1868