Career Framework Overview

Fall 2023

Career Framework Overview

Framework Approach: What is changing? Have we done this before?

§ Align with Best Practices

§ Market-based approach to retain and attract our talent

§ Create a New Job Framework

§ A job framework is necessary to:

§ Strengthen market-based approach

§ Assess pay equity

§ Speak a common language across the university for jobs and titles

§ Provide More Transparency

§ For development of skills and competencies

§ To understand what might be next for a career move

§ To understand how salary ranges are developed and utilized to determine pay

Our New Approach

§ Key outcomes:

§ Consistent language, standards, and transparency across all jobs at GU

§ Standardization of Job Descriptions – Guided by current Job Descriptions and input from managers

§ Standardization of Job Titles - To provide a common language and definition for jobs

§ Creation of levels (Grades) – To provide visibility to future job opportunities

§ Standard processes – To streamline recruiting and other HR process

§ Compensation practices and decisions will be grounded in a market-based approach to enhance internal equity, competitive practices and, our ability to attract and retain our employees

§ Staff employees will understand their roles, responsibilities, and opportunities for growth and development.

New Career Framework Benefits

§ Staff employees and managers will have a new, transparent job framework, with clearly and consistently defined jobs, levels, descriptions of their current role, and market-based competitive salary ranges.

§ Staff employees will have more information and tools empowering them to see how their job relates to other jobs and explore career development at GU.

§ Compensation will be market-based with more robust data to create salary ranges for attracting and retaining our talent.

§ Managers will have the resources and ability to make well-informed decisions about pay and promotional opportunities for their employees.

Guiding Principles

Guiding Principles – New Redesign

The new approach to the staff Career Framework will be grounded in principles of cura personalis and cura apostolica with focus on fairness, consistency, and stewardship. Here are our guiding principles:

1. 2.

Enhance Transparency – Clear, easy to understand resources and tools will be made available to all staff employees. Feedback about the redesign from key stake-holders will influence our work. Clarity through transparency will allow staff employees to understand and respect GU’s compensation philosophy and processes.

Ensure Simplicity– Design an approach to compensation programs, processes, and career pathing that is easily understood, explained, and communicated to both staff employees and managers.

Guiding Principles – New Redesign

3.

Strengthen Market Approach – Use market-driven pay information to inform and determine market value of the job from multiple sources where possible which in turn will enhance the university’s ability to attract, retain, and motivate our employees. Rest assured an employee’s salary will not be reduced as a result of the redesign project.

4. 5.

Focus on Career and Development – The new Career Framework and user-friendly tools will empower employees to view roles across the university and determine what’s next for them. Career pathways will be available for employees to utilize and inform their career decisions and provide opportunities contributing to the employee’s development.

Foster Accountability and Support

Leaders are responsible for understanding the new compensation design and accountable for making decisions in alignment with the design’s intent. Human Resources provides the training, tools, and support to leaders to understand the new Career Framework and processes.

Pay Transparency

Pay Transparency Overview

Pay Transparency is NOT about sharing everyone’s salary in the organization

Pay Transparency is about helping employees understand compensation and how they are paid

Pay transparency can include:

§ The degree to which employers are open about what, why, how, and how much employees are compensated, and enable employees to share pay-related information with others.

§ Transparency beyond base pay to include other rewards components such as: additional compensation, annual base pay adjustments, promotion, recognition, development, and performance assessment.

Current State Future State

Non-Existent Transparency Minimal Transparency Moderate Transparency Significant Transparency Extreme Transparency

No pay-related information is share with employees

Employees have limited access to understanding payrelated information like philosophies, policies, and practices. Pay typically discussed once a year.

Employees know what their salary range is and where their pay falls within the range.

Pay transparency viewed as an essential element to organizational success and critical to achieving a culture of fairness. Employees have access to broad pay-related information like pay ranges for almost all positions, job evaluation methods, etc. and have significant understanding of how pay and rewards are determined for themselves and the broader organization

Fairness and transparency are embedded into the value system.

Employees fully understand philosophies, policies, and practices, and have access to individual pay and reward levels for most or all of the organization.

Our Proposed Recommendations - Pay Transparency

Internal Strategy - Current staff employees include:

• How does pay work at Gonzaga

• Explanation of how an individual employee’s pay is determined

• Ensuring every employee has a current and accurate job profile

• Addressing how grades and ranges are derived

• How employees progress through the salary ranges

• How employees progress in their jobs and/or career

External Strategy – Explaining to candidates all the great reasons to work at Gonzaga

Outcomes of Increasing Pay Transparency

• Improves employee’s experience

– Employees can better see a career at GU

– Employees understand how they are paid and why

– Encourages fairness across the university

– Increases trust and engagement

– Helps to attract top talent

Timeline

Our New Approach New Career Framework Benefits Project Timeline – 2023-2024

Compensation Redesign Project 2023-2024

Roadmap Draft

MILESTONE Present Interview Themes and Early Recommendations

JAN

MILESTONE Develop Guiding Principles and, New TR Strategy, MAR

FEB

Project Kick Off and Introduction

MILESTONE Create new job titling scheme and condense titles

Create levels and definitions

Validate mapping with departments

MILESTONE

MILESTONE Develop Comprehensive Communication Plan APR

JUL

AUG

SEP

OCT

NOV

MILESTONE

Determine Key Design Elements and “vet” with Key Stakeholders

Begin Development Work Continue Development Work

We are here

DEC

Compensation Redesign Project

2023 - 2024 Roadmap Draft (continued)

MILESTONE Comp policy development

MILESTONE Develop new “rewards” approach

MILESTONE

Finish policy work

Finish manager training

MILESTONE

Comp analysis of employees and range positions

Finalize any pending issues with comp, levels and/or titles

MILESTONE

Design and develop Job Framework tool

MILESTONE Design and develop training for managers

Train Managers

Rollout to all staff employees – August timeframe

Test and finalize Job Framework tool

MILESTONE

Rollout Job Framework tool

JAN

FEB

Finish Development Work Prepare for “go live”

AUG

SEP

OCT

Project Timeline – 2023-2024 PROJECT END 2024

Rollout of New Compensation Design to All Staff Employees

Rollout of New Job Framework Tool to All Staff Employees

Project Website

Questions