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CAREER TRACKS
STAFF ASSEMBLY PRESENTATION
August 26, 2014
Irene Horgan-Thompson
Compensation and Total Rewards
Compensation and Total Rewards
Agenda
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What is Career Tracks
Why are we moving to Career Tracks
What is the new structure
How does it compare to our current titles
Review of the levels
• Manager, Supervisor, and Professional
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Job Families and Functions
What’s up for “One UC Davis”
Project Scope and Resources
Questions
COMPENSATION AND TOTAL REWARDS
What is Career Tracks?
A systemwide review and development
of common job standards for classifying
non-represented staff positions
into specific Job Families and Levels
using the UC Berkeley Career Compass model
COMPENSATION AND TOTAL REWARDS
Why are we moving to Career Tracks?
• A systemwide effort to update our job standards for all
of our non-represented staff titles.
• Current specifications range from creation or revision
dates from 1975 to 1990’s
• Make the process clear to employees so they
understand that knowledge and skills required to
move or advance within the UC System
• Job Standards that reflect the jobs currently used in
the labor market and the ability to match our jobs to
survey data to compare our pay to relevant markets
• New structure provides transparency within and
across job functions
COMPENSATION AND TOTAL REWARDS
What is the new structure?
• Four Levels of Managers
• Two Levels of Supervisors
• Supervision of operational and technical staff
• Supervision of professional staff
• Five levels of Professionals
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Entry
Intermediate
Experienced
Advanced
Campus/Health System Expert
COMPENSATION AND TOTAL REWARDS
How does it compare to our current titles?
COMPENSATION AND TOTAL REWARDS
Manager Levels
Managerial positions, in addition to supervisory functions, incumbents
spend the majority of their time (50% or more) focused on achieving
organizational objectives through the coordinated achievements of
subordinate staff, through the performance of the following managerial
functions:
• Assumes accountability for decisions made by subordinates
• Manages employee performance (for example, guides, coaches and
disciplines staff)
• Manages workflow, operations, apportioning the work
• Establishes department goals and objectives (and manages department
progress toward goals)
• Determines techniques and processes
• Plans and oversees the budget
• Monitors or implements legal or policy compliance measures
• Performs strategic planning for function
COMPENSATION AND TOTAL REWARDS
Specific Manager Levels
MANAGER 1
Spends the majority of time (50% or more) achieving organizational objectives through the coordinated
achievements of subordinate staff. Establishes departmental goals and objectives, functions with
autonomy. Manages the accountability and stewardship of human, financial, and often physical resources
in compliance with departmental and organizational goals and objectives. Ensures subordinate
supervisors and professionals adhere to defined internal controls. Manages systems and procedures to
protect departmental assets.
MANAGER 2
Oversees through subordinate Managers for a large department or multiple smaller units, OR manages a
highly specialized technical function/team. Has significant responsibility to achieve broadly stated goals
through subordinate Managers. Determines objectives, directs programs, develops strategies and
policies, manages human, financial, and physical resources, and functions with a high degree of
autonomy. Proactively assesses risk to establish systems and procedures to protect organizational
assets. Determines strategies for a program with organization-wide impact.
MANAGER 3
Oversees through subordinate Managers one or more large complex departments or business units with
multiple functional disciplines/occupations, OR manages a program, regardless of size, that has critical
impact upon the organization. Has significant responsibility for formulating and administering policies
and programs, manages significant human, financial, and physical resources, and functions with a very
high degree of autonomy. Oversees through subordinate Managers the accountability and stewardship of
department resources and the development of systems and procedures to protect organizational assets.
MANAGER 4
Directs through subordinate Managers multiple large and complex critical programs impacting broad
constituencies across major portions of the organization. Identifies objectives, manages very significant
human, financial, and physical resources, and functions with an extremely high degree of autonomy.
Accountable for formulating and administering policies and programs for major functions. Operational or
program results can affect overall organization-wide performance and reputation. Directs through
subordinate Managers the development of strategic goals and objectives to achieve accountability and
stewardship of university resources in a manner consistent with system-wide objectives and initiatives.
COMPENSATION AND TOTAL REWARDS
Supervisor Levels
The next level in the management structure of Career Tracks are our Supervisors. There are two
levels of Supervisors.
SUPERVISOR 1:
Provides immediate supervision to a unit or group of operational or technical employees (nonexempt titles). A portion of time may be spent performing individual tasks related to the unit;
however, supervisory activities must constitute a primary part of the job. May be one of several
supervisors or managers for a unit or department. Supervises unit operations to ensure
compliance with departmental or campus policies, procedures, and defined internal controls.
Ensures accountability and stewardship of campus resources (operational, financial, and human)
in compliance with departmental standards and procedures.
SUPERVISOR 2:
Provides direct supervision typically to professionals or skilled operational or technical
employees (exempt and non-exempt). Functions as advisor to unit and administration. Analyzes
and resolves problems, interprets policies (i.e., fiscal management, HR, contracts & grants,
resource management in defined areas) and demonstrates solid knowledge of processes and
protocols for budgets, funds, or HR management. Exercises judgment within defined procedures
and policies to determine appropriate action. Supervises staff to assure accountability and
stewardship of campus resources (operational, financial, and human) in compliance with
departmental goals and objectives. Ensures staff follows defined internal controls for the unit
and campus.
COMPENSATION AND TOTAL REWARDS
Professional Levels
Require a theoretical and conceptual knowledge of the specialization. Problems are typically
solved through analysis and strategic thinking.
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ENTRY (LEVEL 1): Entry-level professional with limited or no prior experience; learns to use
professional concepts to resolve problems of limited scope and complexity; works on
assignments that are routine in nature, requiring limited judgment and decision making.
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INTERMEDIATE (LEVEL 2): Professional who applies acquired job skills, policies, and
procedures to complete tasks of moderate scope and complexity; exercises judgment within
defined guidelines and practices to determine appropriate action.
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EXPERIENCED (LEVEL 3): 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.
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ADVANCED (LEVEL 4): Technical leader with a high degree of knowledge in the overall field
and recognized expertise in specific areas; problem-solving frequently requires analysis of
unique issues/problems without precedent and/or structure. May manage programs that
include formulating strategies and administering policies, processes, and resources;
functions with a high degree of autonomy.
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EXPERT (LEVEL 5): Recognized campus/health system expert. Has significant impact and
influence on campus policy and program development. Regularly leads projects of critical
importance to the campus; these projects carry substantial consequences of success or
failure. May direct programs with campuswide impact that include formulating strategies
and administering policies, processes, and resources.
COMPENSATION AND TOTAL REWARDS
Job Families and Functions
Communications
Facilities Development/EH&S
General Services
Information Technology
Broadcast Communications
Environmental Health & Safety
Custodial/Housekeeping
Applications Programming
Electronic Communications
Facilities Project Management
Facilities Customer Service
AV IT
General Communications
Inspection
Facilities Management
AV IT Engineering
Media Communications
Planning
Food Services
Business Systems Analysis
Grounds
Business/Technical Support
Publications & Production
Visual Communications
Finance
Mail Services
Comm & Network Technology
Written Communications
Accounting
Recycling & Refuse Services
Data Management
Audit
Storekeeping
Database Administration
Educational Services
Enterprise Risk Management
Transit Services
Information Systems
Early Childhood Education
Financial Analysis
Museum Education
Financial Services
Human Resources
IT Security
Professional Development
Institutional Research
Academic Human Resources
Production Control
Public Education Services
Payroll
Benefits Administration
QA/Release Management
Purchasing
Compensation
Systems/Infrastructure Admin
Employee Relations
Technical Project Management
User Experience Design
Engineering
IT Architecture
Aerospace Engineering
General Administration
Employment
R&D Engineering
Administrative Operations
Equal Employment Opportunity
Structural Engineering
Contract Administration
HR Generalist
Student Services
Executive Advising
Labor Relations
Academic Achievement Counseling
External Affairs
Executive Assistance
Events
Legal
Security and Public Safety
Career Services
External Relations
Ombuds
Dispatching and Records
Curriculum Planning
Fundraising
Organizational Consulting
Parking Ops and Enforcement
Financial Aid
Marketing
Project/Policy Analysis
Police
K-14 Academic Preparation
Security
Student Advising
Admissions/Recruitment
Student Academic Support
Student Disability Services
Student Life & Development
Student Services Advising
COMPENSATION AND TOTAL REWARDS
What’s up for “One UC Davis”?
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Fundraisers/Fundraising Managers (UCD/UCDHS - completed)
External Relations Specialists (UCD/UCDHS - completed)
Career Services Specialist (Davis campus only - completed)
Athletic Professional and Interns (Davis campus only completed)
Counseling Psychologists (Davis campus only - completed)
Physical Therapists (UCD completed and UCDHS in process)
Facilities and Engineering (UCD/UCDHS in process)
Custodial Supervisors (UCD/UCDHS in process)
Planning Specialist (Davis campus in process)
Library Assistant – Supervisors (Davis Campus in process)
EH&S Specialists (UCD/UCDHS in process)
Executive Assistants (UCD/UCDHS in process)
Programmers (UCD/UCDHS in process)
COMPENSATION AND TOTAL REWARDS
Project Scope and Resources
• Non-represented staff positions
• Campus and Health System = over 6,000 employees
• Largest populations:
• Programmers, Student Affairs Officers, Analysts
• New titles to be created for One UC Davis
• Fire Chief and Assistant Chiefs
• Additional levels
• Other titles specific to our location
• Subject Matter Experts
• For review of standards, as needed
• UCOP Assistance
• Compensation Analysts who are experienced in mapping at UCB,
UCM, UCOP, and ANR
COMPENSATION AND TOTAL REWARDS
Questions?
COMPENSATION AND TOTAL REWARDS

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