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InSights for Management
Go Live overview and timeline
Highlights of the new salary structure
Tips for communicating about job mapping outcomes
Career Compass: Job mapping goes live!
This issue of InSights for Management focuses exclusively on supporting managers and supervisors with the implementation of new Career Compass job titles, salary grades, and ranges, which will take effect on May 1, 2009.
In this issue, we bring you up to date on all that has been achieved since the campus launched this important initiative, discuss frankly how Career Compass and other HR programs support managers and employees during these challenging economic times, and provide additional support as you communicate about the implementation of Career Compass job mapping.
The big picture
We expect you will have many questions about how the job title implementation will affect you and your employees, and how to anticipate what happens when.
You may want to start by checking out the Job Standards Resources page and Frequently Asked Questions on the Career Compass website for updated information as we head into this next phase of the project.
The new Career Compass job titles and salary structure, while in development for a number of years (see history) are going live during a challenging time here at Berkeley. It's important to remind your employees that Career Compass is a positive development for our campus. We have worked long and hard to improve programs for our staff, and there is no better time than the present to begin experiencing the benefits of that work — a commitment recently reiterated by Vice Chancellor Nathan Brostrom in a message to all employees.
The goals and objectives of Career Compass are as important today as when they were first identified several years ago. Now more than ever we need accurate data on our workforce to create recruitment, training, and development programs to meet the needs of the campus and position employees for future success.
Career Compass is part of a broader commitment to support human resources at Berkeley, including a new human resources information system called Human Capital Management, or HCM. HCM will improve the efficiency of:
performance evaluation,
recruiting, and
processing leave into the payroll system.
Where are we now?
The last time we published a special Career Compass issue of InSights, we were just beginning the process of mapping non-represented employee jobs to new Career Compass job standards. At this point we are pleased to report that mapping recommendations were submitted for more than 90% of non-represented employees. Peer advisory committees partnered with the Compensation Unit in Human Resources to evaluate mapping recommendations for many job families – especially large and decentralized ones – thus ensuring consistency and fairness campuswide for similar jobs. The Compensation Unit also reviewed all individual mapping recommendations grouped by job family and job title to ensure integrity and consistency across departments and divisions. To date more than 4,800 employee job descriptions have been reviewed and mapped!
What's happening and when?
Beginning in April job mapping goes live!
Early April:
Mapping Coordinators provide department managers with advance copies of letters notifying employees of their new job titles, salary ranges, and other applicable information.
Mid-April:
Mapping Coordinators, managers, or supervisors meet with individual employees and give them the letters describing their new job titles, salary ranges, and other applicable information.
The Compensation unit in HR presents new open sessions for all employees, managers, and supervisors; dates and times are posted under News and Events on the Career Compass website. Sessions continue twice a month through June.
Late April:
Human Resources uploads new job titles and corresponding grades and ranges into the human resources information system (Human Capital Management or HCM system), effective May 1st.
Managers/supervisors complete the mapping of a small number employees not already mapped into new job titles.
May–June:
Open sessions continue.
Managers/supervisors complete the mapping of a small number employees not already mapped into new job titles.
July:
Reconsideration: Mapping coordinators submit updated job descriptions no later than July 31, 2009 for reconsideration.
Regular classification process resumes (classification freeze concludes June 30th).