In May, Human Resources stakeholders from the U of A participated in a training session to learn about developing job classification architecture models that will impact non-faculty employees following the university's Compensation and Classification Project. The goal of this project is to offer a more transparent and consistent compensation structure so employees understand the jobs that the U of A offers, compensation levels and how to build a rewarding and impactful career path.

The purpose of the training was to provide HR partners with the knowledge and resources to equip campus leaders to effectively lead employees in their respective departments through changes.​ This training also helped HR partners understand the components of the job classification architecture and how to respond to anticipated questions.

Chief People Officer Michelle Hargis Wolfe led the discussion as HR partners asked questions and were aligned on their responsibilities. They then separated into groups to map job profiles to the best-matching career streams as an example of how the classification process will work going forward, which will provide transparency and clarity for staff roles within the university.

Projected outcomes covered during the training include:

• Establishing a transparent template framework that organizes jobs in a clear structure and consistently categorizes the work being performed across the institution.
• Defining a clear outline of pathways for growth and promotion​.
• Implementing a transparent compensation structure that is aligned to market and industry compensation data for similar work performed.
• Creating a shared language that standardizes the approach to job scope, accountability and compensation.

What's Next

HR partners are now working with unit leaders to update Workday position data, ensuring the most accurate data is in place prior to the employee mapping review process.

For more information, visit the Compensation and Classification Project Page or reach out to ccproj@uark.edu.