Professional Documents
Culture Documents
to New
Job Standards
June 2009
© 2007-2009 UC Regents
Welcome to Career Compass Job
Standards Mapping
Job Standards
Oh R
Career Compass Overview
http://careercompass.berkeley.edu
University Mission
Career
Job Standards
Development
¾ Clarify key ¾ Training linked to common
responsibilities job success factors and
¾ Aligned with job market individual development
¾ Connected with plans
performance evaluations Performance ¾ Programs that support
¾ Support fair, transparent Management career paths defined by job
job evaluation decisions standards
¾ Common evaluation forms, ¾ Helps prepare the
scale, and job success factors workforce of the future
¾ Linked to individual goals and
development plans
¾ Aligned with campus and
departmental goals
¾ eTrain link:
http://dtsetrain.berkeley.edu/user_home.cfm
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Job Structure Layout
5
New Approach - Salary Grades and Ranges
Employee pay
No salaries will be decreased as a result of mapping
New salary ranges will provide better guidance for future pay decisions
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New Salary Grades
HYPOTHETICAL
Salary Sample
Grade Midpoint
Brain Surgery Mgr 4 65 MSP 178.0
64 MSP 167.0
Brain Surgery Mgr 3 63 MSP 155.0
Air Traffic Manager 4 62 MSP 144.0
Brain Surgeon 5 Brain Surgery Mgr 2 61 MSP 133.0
Even though we are changing
Air Traffic Manager 3 60 PSS MSP 123.0
the job structure and salary Not a 1:1
Brain Surgeon 4 Brain Surgery Mgr 1 59 PSS MSP 114.0
grade structure in Career correlation
Brain Surgeon 3 Air Traffic Manager 2 Airwith
Traffic Controller 5
total 58 PSS MSP 106.0
Compass, the total number of
Beekeeping Manager 1 Air Traffic Manager 1 Airnumber of
Traffic Controller 4 57 PSS MSP 98.0
salary grades will be job levels
Air Traffic Controller 3 56 PSS 87.0
approximately the same as the
current Beekeeper 4
salary grade structure. Air Traffic Controller 2 55 PSS 76.0
Beekeeper 3 54 PSS 66.0
HYPOTHETICAL
Salary Personnel Sample
Grade Program Midpoint
Brain Surgery Mgr 4 65 MSP 178.0
64 MSP 167.0
Brain Surgery Mgr 3 63 MSP 155.0
Air Traffic Manager 4 62 MSP 144.0
Brain Surgeon 5 Brain Surgery Mgr 2 61 MSP 133.0
HYPOTHETICAL
Salary Personnel Sample
Job Title
Grade Program Midpoint
65 MSP 178.0
64 MSP 167.0
63 MSP 155.0
Air Traffic Mgr 4 62 MSP 144.0
61 MSP 133.0
Air Traffic Mgr 3 60 PSS MSP 123.0
59 PSS MSP 114.0
Air Traffic Mgr 2 Air Traffic Controller 5 58 PSS MSP 106.0
Beekeeping Mgr 1 Air Traffic Mgr 1 Air Traffic Controller 4 57 PSS MSP 98.0
Air Traffic Controller 3 56 PSS 87.0
Beekeeper 4 Air Traffic Controller 2 55 PSS 76.0
Beekeeper 3 Beekeeper Supr 1 54 PSS 66.0
HYPOTHETICAL
Salary Personnel Sample
Job Title
Grade Program Midpoint
Brain Surgery Mgr 4 65 MSP 178.0
64 MSP 167.0
Brain Surgery Mgr 3 63 MSP 155.0
Air Traffic Mgr 4 62 MSP 144.0
Brain Surgeon 5 Brain Surgery Mgr 2 61 MSP 133.0
Air Traffic Mgr 3 60 PSS MSP 123.0
Brain Surgeon 4 Brain Surgery Mgr 1 59 PSS MSP 114.0
Brain Surgeon 3 Air Traffic Mgr 2 Air Traffic Controller 5 58 PSS MSP 106.0
Beekeeping Mgr 1 Air Traffic Mgr 1 Air Traffic Controller 4 57 PSS MSP 98.0
Air Traffic Controller 3 56 PSS 87.0
Beekeeper 4 Air Traffic Controller 2 55 PSS 76.0
Beekeeper 3 Beekeeper Supr 1 54 PSS 66.0
Time
Demystify classification
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Getting Started
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Mapping Timeline for Non Represented
Positions
March 3 - June 30, 2008 April 1 - June 30, 2008 May 1 - July 31, 2008 June 2 - August 29, 2008
Information Technology Health Care Educational Services Research and Laboratory
Finance External Affairs Library Services Student Services
Research Administration Security and Public Safety Museum Services Engineering
General Administration Sports and Recreation General Services Communications
Human Resources Facilities Development/EH&S Skilled Crafts & Trades Performing Arts
Group 5
In General Administration:
- Administrative Operations
- Executive Assistance
- Project/Policy Analysis
In Human Resources:
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Steps to Mapping Employees
15
Steps to Mapping Employees
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Operational & Technical Category
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Professional Category
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Mapping Supervisory Jobs
If employee
supervises 2 or And personally
Then map the
more FTEs and performed
employee to
supervisory duties are
following category:
responsibilities primarily…
represent…
Supervisory & Supervisory &
> 50% of the time
Managerial Managerial
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Steps to Mapping Employees
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Select the Level: Anchored Positions
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Operational & Technical Levels
Level 1 2 3
Creates mechanical
Reads building
Hammers nails into drawings using
Analogy plans to measure
door frame specialized software
hole for opening
program
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Professional Levels
Professional
1 2 3 4 5
Level
Campus-Wide
Leveling 0% - 5% 15% - 25% 40% - 50% 20% - 30% 3% - 5%
Guideline **
* Analogy excerpted from 2007 Radford Benchmark Survey .
** Guideline represents a typical distribution of levels across all job fields and families in an organization
at completion of the mapping process. It is not intended for use for individual departments and units.
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Supervisory
& Managerial Levels
Supervisor Manager
Level
1 2 1 2 3 4
Pilots
Escorts Directs efforts
Guides team Leads extended expedition Controls search
hikers on of both air and
Analogy* while rock alpine mountain- through efforts to find
routine day ground search
climbing climbing trips unexpected missing hikers
trips parties
snow storm
Campus Wide
Leveling 5% 15% 35% 25% 15% 5%
Guideline**
Print A ll Jobs in Information Tech nolog y > QA/Release Manage ment > Super vis ory & Manager ial
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Customizing the Job Description Template
Key Steps
Tips
Research Administrator 3
Job Description
Instructions:
1. The “track changes” feature has been activated in this job description template.
2. Edit all pre-filled information below to specifically reflect the employee’s current responsibilities,
with the exception of the following sections which do not change: Job Title, Job Field, Job Family, Job Category, Career
Level, Generic Scope.
3. Provide a copy of the most current department organization chart.
4. Keep the “track changes” functionality activated in the final submitted copy.
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Sample Job Description Template Edits
1. Job Summary (Purpose of the Position – please give a brief description of the overall purpose of the position. “Why does
this position exist?” The Job Family Summary has been provided as a starting point.) Involves providing analytical and
financial support in proposal processing, contract and grant administration, and budget development, including pre-award
proposal initiatives, management of funds post-award, and closeout activities for federal, state, local and private sponsors.
Involves activities associated with forecasting, planning, and managing of research portfolios by performing some or all of the
following: coordinating and identifying and developing and/or presenting proposals, contracts and other agreements; reviewing
proposals to ensure institutional compliance; negotiating, administering and monitoring contract and grant awards, including
compliance with regulations, terms and conditions; financial management and reporting; and sub award/subcontract issuance
and administration.
2. Scope
Generic Scope (Uniform across all jobs at this level - do not modify): Experienced professional who knows how to apply theory
and put it into practice with in-depth understanding of the professional field; performs the full range of responsibilities within
the function; broad job knowledge; works on problems of diverse scope where analysis of data requires evaluation of
identifiable factors.
Custom Scope: The incumbent uses skills as a seasoned, experienced research administrator to independently processes
research proposals, awards and transactions related to contract and grant management and maintains contract and grant
records in compliance with institutional research sponsor policies. Work on proposals of diverse scope where analysis of data
requires thorough understanding of complex regulations. Completes and approves transactions for signature by manager or
other authorized institutional official. Works on complex proposals that may involve multiple investigators, multiple
departments, multiple institutions, and/or multiple sub awards. Guides less experienced staff or works as a team
leader/supervisor when necessary. May review and guide others in the review of financial and administrative
management requirements to ensure compliance with institutional and sponsor policies. May act as a technical
specialist in a particular area, such as travel and entertainment. May be eligible for delegated signature authority.
May review and sign transactions for less experienced staff.
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Sample Job Description Template Edits
3. Key Responsibilities (Indicate key functions and the estimated percentage of time spent performing each function. If there are more than 10
key responsibilities, some of the similar functions may be grouped together and an estimated % applied. Please indicate which responsibilities
are considered "essential" to the successful performance of the job as defined by the Americans with Disabilities Act. Visit the Career Compass
Glossary for an explanation of essential functions: http://careercompass.berkeley.edu/jobstandards/resources/glossary.html)
If applicable, describe the position’s role in planning the programs, functions, activities, and processes of the organizational unit to achieve unit
goals and objectives.
%
of time Key Responsibilities
(To be completed by Supervisor)
5 Dept Role (DR): Organizes, plans, establishes and monitors fiscal budget control of contracts and grants administration, gifts, endowments and privately
funded projects for faculty research programs.
10 (DR): Prepares proposal budgets and support documents that are required by proposal guidelines. Coordinates proposal submission.
15 (DR): Provides independent responsibility for post-award financial administration and management for research funds in accordance with campus policy
and agency requirements.
20 (DR): Monitors transactions, expenditures, identifies and resolves discrepancies, financial and inventory reports. Processes non-competing continuations,
supplements and other award/agreement amendments.
5 (DR): Provides guidance and counsel regarding sponsored projects administration to Department Administrators and PIs.
5 (CR): Develops professional relationships with sponsor representatives.
35 Financial Management
• Balances books periodically and prepares financial statements and projections.
• Manages departmental state and other non-grant funds and gift funds.
• Carries out entry, reviewer and approver roles to process financial transactions.
• Applies professional concepts to perform moderate to complex analysis to understand past performance and determine present and future
performance and/or resource allocations.
• Prepares journal entries, maintains and reconciles ledger accounts.
• Manages state and non-grant funds for the unit.
5 Other
• Assist in the development of financial and administrative procedures and work aids for the department.
• Provide instruction and guidance to less experienced staff.
• Work as part of the administrative team to provide excellent customer service to the units.
• Serve as work leader/supervisor as needed.
100% Total
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Sample Job Description Template Edits
Education/Training:
• Bachelors degree in related area and/or equivalent experience/training
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Sample Job Description Template Edits
6. Problem Solving
Please provide 2-3 examples of problem solving for this position as described below (please be brief: 1-3 sentences).
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Sample Job Description Template Edits
Please follow your department's or division's procedures for management review and then submit to your
Department HR Manager.
Document Retention
Review the job description with the employee before submitting it and annually thereafter at the time of the
employee's performance evaluation. Sign and date below and place a copy in the personnel file.
(Signature below is only required for hard-copy retention within the department. Electronic submission does not
require signatures.)
Supervisor Supervisor
Name: XXXXX Title XXXXX
(does not sign until Comp Unit has
Employee approved mapping Supervisor
Signature: recommendation) Signature: XXXXX
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Steps to Mapping Employees
37
Steps to Mapping Employees
Thank you!
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