Last Updated 05/10
Applies to Exempt and Non-exempt Staff
To ensure consistency throughout the University and to maintain its competitive position with peer employers, a compensation team member with the Office of Human Resources evaluates positions and determines an appropriate assignment into the compensation structure. Evaluations are conducted in consultation with department managers and are based on a completed Staff Position Management Form emailed from the department’s Business Manager to the Office of Human Resources (firstname.lastname@example.org).
All exempt and non-exempt staff positions are assigned into a family, sub-family, career stream and career level. Positions are evaluated and classified based on duties and responsibilities, using criteria such as knowledge, problem complexity, autonomy and responsibility, organization scope and impact, influencing people and leadership and educational and certification requirements. The evaluation process incorporates a variety of salary surveys from those organizations that the university has identified as our competitive market.
New Position Classification
The position must be reviewed and classified into a family, sub-family, career stream and career level assigned to University exempt and non-exempt staff positions before recruitment can begin. Following are the steps in that process:
- The hiring department manager or supervisor completes the Staff Position Management Form, specifically the Position Description (PD) tab, identifying the responsibilities of the position, the percentage of time dedicated to each function, and other key elements of the position. The completed Staff Position Management Form needs to be sent to the department’s Business Manager for submission via email to the Office of Human Resources (email@example.com) for review and evaluation.
- An HR Consultant works with department managers to clarify the PD and then the compensation team assigns the position to a family, sub-family, career stream and career level. If the position does not closely match the criteria listed in the surveys, the Office of Human Resources evaluates other criteria such as the relative value of the position to comparable internal positions to assign a market reference range to the new position.
- Once the position is assigned into the structure, the market is identified and the market reference range is established.
- Once the position is assigned and appropriate Budget information confirmed the hiring department is given the position number and appropriate information needed regarding the position assignment into the compensation structure.
A standard Staff Position Management Form includes both the Position Description (PD) tab, and an Approval and Funding tab to define each position on campus. The template and guidelines for completion of this form are available on the Human Resources web site as follows:
Market Reference Ranges
The market reference ranges for each of the family, sub-family, career stream and career levels are available at:
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