Dear University Colleagues,
We are committed to improving the employee experience at the University of Pittsburgh. Today, I write with a progress update on a topic of great interest to University employees: the Compensation Modernization project.
As a key pillar of the Shaping the Workplace initiative, the Compensation Modernization project will provide an expanded, robust job-based structure that leads to greater role consistency and compensation equity across the University. The result of this multi-year project will be a more streamlined, comprehensive and transparent structure that better aligns with labor market pricing, and which will define and clarify advancement pathways for our staff across the university.
Phase 1
The first phase of the Compensation Modernization project was launched prior to the pandemic and aimed to evaluate and align University positions for more accurate internal and external job market comparisons. This complex task has entailed analyzing and grouping similar roles across our personnel system as well as interpreting job analysis questionnaires, market studies and job grouping analyses from areas across the University.
The outcomes of this first phase will be the creation of a job catalog, the alignment of positions and the standardization of job descriptions. I’m pleased to report that the first phase is almost complete.
Phase 2
Soon, we will move to the second phase of the Compensation Modernization project, where we will implement the new structure including adoption of the new job groupings and standardized job descriptions across the University.
To be clear: Implementing the new structure and the standardized job descriptions will not change your role, responsibilities or areas of focus. It simply groups similar roles across the University in the personnel system consistently where possible to enable accurate market alignment and competitiveness.
At the start of this phase, department leaders will be provided guidance on the new job structure and salary ranges. Changes to pay are contingent on benchmarking results and budgets and in most cases will not have an immediate effect on salaries. Throughout this phase, which will continue through calendar year 2022, staff who manage workforce planning alongside recruiting and hiring (such as OHR Partners, department administrators and other leadership) will play an integral role in sharing and reviewing the new structure and feedback on adjustments necessary with the project team.
Phase 3
The project’s third phase includes the development and launch of career pathways, which will provide Pitt employees with training and resources aimed to aid them in better navigating career paths and professional advancement at the University. We anticipate that phase 3 will commence in 2023.
We will continue to share progress updates and resources for the Compensation Modernization project over the coming months. We value your feedback and welcome your input and questions via the Compensation Modernization project webform.
Thank you for your support of this important project. I am eager to further strengthen the employee experience at Pitt with you.
Sincerely,
James W. Gallaher, Jr.
Vice Chancellor of Human Resources