The Career and Compensation Program (CCP) is a new pay and

career framework designed to enhance the University's ’Canes

Total Rewards package by providing the flexibility to offer market

competitive salaries, recognizing individual contributions based

on performance, and creating a structure to support career

development within the University. The program ensures:

• Internal equity between similarly valued jobs

• Recruitment and retention of top talent

• Transparent compensation principles, practices and

programs

• Opportunities for career movement across the University

What is the Career +

Compensation Program?

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’CanesTotal

Rewards

Everything offered to you for your contribution and service to the University including pay, benefits,

recognition programs, and training and development.

PAY STRUCTURES

PAY GRADES

PAY RANGES

CAREER LEVELS

The University of Miami’s

Career + Compensation

Program

will include the following

elements:

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COMPENSATIONSTRATEGY

Incorporates the concept of Total Rewards into our

compensation program offerings,

enhancing the University’s ability to attract, retain,

and recognize employee

contributions.

COMPENSATIONSTRUCTURE

Enables the University to

manage compensation competitively

through market-based pay grades

and ranges.

COMPENSATIONPOLICIES

Guidelines for managing

compensation to help ensure

internal equity and consistent

application of the program.

CAREERSTRUCTURE

Provide staff with a framework for planning their

personal development and

professional advancement at

the U.

KEY OUTCOMES

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The University of Miami is committed to recognizing staff

contributions to teaching, research, and service, and to

providing market-competitive pay based on performance.

COMPENSATIONPHILOSOPHY

MARKETANALYSIS

CAREER LEVELS

PAY STRUCTURE

PAY POLICIES

COMMUNICATION & EDUCATION

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Continuously review CCP to ensure market competitiveness

(pay grades and ranges)

Create preliminary pay grades and ranges

Place positions into thepreliminary structure

Refine job families, determine career groupings and job

leveling criteria

Place positions into Career Levels

Define competitive labor markets, select benchmark positions

Conduct market assessment of

benchmark jobs

Market Analysis and Structureexternal value

Career Levels internal value

PROGRAM DESIGN

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The following process was used to design the new CCP.

PAY STRUCTURES

The CCP includes a Core pay structure, plus four additional specialized pay structures

(Allied Health , Information Technology, Nursing, and Research) to allow for greater

flexibility in responding to differences in market pay practices.

CORESTRUCTURE

PAY GRADE c

NURSINGSTRUCTURE

PAY GRADE n

INFORMATIONTECHNOLOGYSTRUCTURE

PAY GRADE i

RESEARCHSTRUCTURE

PAY GRADE r

ALLIED HEALTH

STRUCTURE

PAY GRADE h

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CORESTRUCTURE

PAY GRADE c

The vast majority of staff jobs will be in the Core structure, which will include a cross section of job functions and families, such as:Finance and Accounting (accountant, financial analyst, finance director, auditor)

Admissions (admissions director, college recruiter)

Student Affairs (academic advisors, student activities representatives)

Human Resources (HR manager, benefits analyst, compensation analyst)

Communications and Marketing (graphic designer, marketing manager)

Facilities and Operations (maintenance mechanics, energy technician, painters)

General Office Support (administrative assistant, receptionist)

Characteristics of the Core structure include:13 pay grades and pay ranges

Pay grades begin with the letter “c” followed by a numeric value

Includes approximately 60% of staff jobs

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ALLIEDHEALTH

STRUCTURE

PAY GRADE h

The Allied Health structure is designated for health care professionals involved in ancillary patient care service (jobs that are distinct from nursing, medicine, and pharmacy). Allied Health jobs provide a range of diagnostic, technical, therapeutic, and other patient services. Examples include:Radiologic Technologist

Medical Technologist

Respiratory Therapist

Characteristics of the Allied Health structure include:9 salary grades and pay ranges

Pay grades begin with the letter “h” followed by a numeric value

Includes approximately 11% of staff jobs

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INFORMATIONTECHNOLOGYSTRUCTURE

PAY GRADE i

The Information Technology structure includes jobs that are responsible for supporting the University’s technology needs, such as software development, telecommunications, networking, and infrastructure support. Examples include:Systems Administrator

Database Analyst

Help Desk Technician

Network Engineer

Characteristics of the Information Technology structure

include:13 salary grades and pay ranges

Pay grades begin with the letter “i” followed by a numeric value

Includes approximately 7.5% of staff jobs

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NURSINGSTRUCTURE

PAY GRADE n

The Nursing structure is designated for individual contributor nursing jobs that are responsible for patient care services. Jobs in the nursing structure require a university degree and a registered nurse license. Examples include:Registered Nurse

Nurse Specialist

Advanced Registered Nurse Practitioner

Characteristics of the Nursing structure include:9 salary grades and pay ranges

Pay grades begin with the letter “n” followed by a numeric value

Includes approximately 6.3% of staff jobs

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RESEARCHSTRUCTURE

PAY GRADE r

The Research structure includes jobs employed in the scientific research and discovery process.

Jobs in this structure work in research administration, statistical analysis, or applied science within the research function. Examples include:Research Associate I, II and III

Scientist

Postdoctoral Associate

Research Support Coordinator

Characteristics of the Research structure include:13 salary grades and pay ranges

Pay grades begin with the letter “r” followed by a numeric value

Includes approximately 15% of staff jobs

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CAREER +COMPENSATION

PROGRAM

PAY STRUCTURES

CAREER +COMPENSATION

PROGRAM and

HOW PAY IS DETERMINED

Many factors are taken into consideration when determining your pay.

Salaries are based on the following criteria:• The job’s role within the University, its

responsibilities and skills requirements• The individual’s knowledge, skills, experience, and

performance• Budget availability

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CAREER LEVELS : Coming in January 2016

Career Levels represent a new component of our compensation program

designed to provide:• a structure that aligns jobs in a way that defines pathways for professional growth and

development

• information needed to understand how jobs progress within and across job families

• a framework for career progression opportunities that represent lateral and vertical job

changes

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CAREER LEVELS : How will they work?

The Career Levels segregate all jobs into three career categories:Leadership and Management

Professional/Research

Administrative, Technical, Trades, and Health Care Services

Within each career category are tiers (or levels) representing varying levels of job complexity and responsibility. All staff jobs are in one of the three career categories referred to as a Career Level. Examples include:

L1 (Leadership and Management – Level 1)

P2 (Professional and Research – Level 2)

A3 (Administrative, Technical, Trades and Health Care Services – Level 3)

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CAREER +COMPENSATION

PROGRAM:Impact on Employees

All staff will be in one of five new pay structures with a new pay grade and a career level.

Most staff jobs will have salary range minimums, midpoints, and maximums that are similar to the ranges on the current structure.

• 85% have base salaries that are positioned within the range• 12% have base salaries that fall below the range minimum• 3% have base salaries that are near or above the range maximum

No pay reductions.

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CAREER +COMPENSATION

PROGRAM:Impact on New

Employees

With the launch of Workday, employees will be able to login to the system and view their new grade and Career Level (Career Levels are known as Management Levels in Workday). Staff can view their pay grade in Workday under the Compensation tab in the Workers Profile.

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CAREER +COMPENSATION

PROGRAM:Additional Resources

• Frequently Asked Questions

• Guidelines to Managing Staff Pay

• Ulearn Online Course: Understanding CCP

• Supervisor Talking Points

• PowerPoint to Share with Your Teams

• Online Webcasts

• In-Person Information Sessions

Visit miami.edu/hr

Appendix

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Professional/Research

Professional/Research• Work is primarily achieved by an individual or

through project teams• Job requires the application of expertise in

professional or technical area(s) to achieve results

• Progression through career levels reflect increasing depth of technical knowledge, project management, and ability to influence others:

• Performing technically based activities (early in career)

• Contributing to and managing projects (mid-career)

• Providing advice/direction in primary areas of expertise (seasoned/expert)

• Leveraging technical expertise to contribute to strategy and drive business results (thought leader)

PROFESSIONAL+

RESEARCH

Career Level

P1

P6

P2

P3

P4

P5

Examples of Professional and Research Jobs: Research Scientist, Pharmacist, Registered Nurse, Financial Analyst, Systems Analyst

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Leadership and Management

L5

L1

L3

L4

L2

Leadership & Management• Accountable for managing a team of people,

setting direction and deploying resources; typically responsible for performance evaluation, pay reviews, and hire/fire decisions

• Results are primarily achieved through the work of others and typically depend on the manager’s ability to influence and negotiate with parts of the organization where formal authority is not held

• Progression through career levels reflect acquisition of broad technical expertise, business and industry knowledge, and process and people leadership capabilities

Example of Leadership and Management Jobs: Assistant Vice President of Marketing, Executive Director of Business Operations, Accounting Manager, Supervisor of Customer Service

LEADERSHIP+

MANAGEMENT

Career Level

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Administrative, Technical, Trades,

Healthcare ServicesAdministrative, Technical, Trades, Health Care Services• Office support, operational, technical, and

health care service delivery

• Performs technical tasks required to support ongoing business operations

• Skills are acquired through vocational education and/or apprenticeships, certifications, and specialized or on-the-job training

• Does not require a university degree

• Skilled technician in a hands-on environment, often highly specialized

ADMINISTRATIVE+

TECHNICAL+

TRADES+

HEALTH CARE SERVICES

Career Level

Examples of Administrative, Technical, Trades, Health Care Services JobsNuclear Medicine Technologist, Paralegal, Administrative Assistant, Medical Assistant

A5

A1

A3

A2

A4

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