ASU moved from a compensation system, that had 42 salary grades—each with its own minimum, midpoint and maximum—to a framework where each job has its own earning zone. This framework, commonly known as “broadbanding,” is considered to be a more modern approach to salary administration.
日本一本道a不卡免费The new broadband compensation framework allows more flexibility than the current structure and gives leaders the ability to reward their staff for their development, performance and outcomes within their career path. The framework also is intended to align ASU pay more closely with relevant labor markets. Finally, the framework is intended to promote consistency and fairness in pay practices across the university.
The Office of Human Resources (OHR)—with support, input and feedback from various partners at the university, including senior leadership, University Staff Council and Deans/VPs—initiated this change. A design team represented by key leaders from various colleges and departments, and a support team comprised of a large group from various areas also were involved in the program development. An outside consultant firm that specializes in higher education compensation assisted and provided overall design guidance.
The simple new framework has three major elements:
- job category
- market reference point (MRP)
- market reference zone (MRZ)
日本一本道a不卡免费A job category is a collection of jobs similar in complexity, responsibility, strategic impact and other key attributes. These broad categories do not have any dollar value; there is no minimum, midpoint or maximum in a job category.
There are five categories in the new framework:
Category definitions were developed by the design and the support committees and by the external consulting firm. The definitions provide guidelines for the type of jobs assigned to a category. Current job/position descriptions were then compared to the category definitions to determine the appropriate category. The assignments were reviewed by both design and support teams to validate and/or adjust the category assignments.
Yes. For all employees, the category to which their job is assigned will determine the accrual rate for vacation leave and retirement plan eligibility. The category assignment also affects the width of the market reference zone.
Under the new framework, every staff job will have a market reference point (MRP), which is the value the university has assigned to it. It is based on several factors including the current market for that type of job and the relative worth of the job as compared to other jobs at ASU.
The Compensation unit in OHR annually gathers information on pay from a variety of salary surveys. The type of survey and data collected depends on several factors such as (geographic) recruiting area and industry. For example, the College and University Professional Association (CUPA) is a primary source of data for jobs found in higher education such as advisors, admissions and student recruitment. The Compensation unit then assesses other factors such as value relative to other jobs and the difficulty of finding candidates for the role.
The MRZ is the spread through which salaries will be paid for any given job. It is bound by a percentage below and above a market reference point (MRP). The percentages differ by category.
日本一本道a不卡免费For example, let’s consider a job that has a MRP of $40,000 and is in the Functional/Tactical category. The university will pay that job between 80 percent and 120 percent of the MRP. In other words, incumbents in that job should expect to earn between $32,000 and $48,000.
The expectation is that those who are new to their role and are still learning would be paid toward the lower end of the zone and, economic conditions permitting, those who are experienced and expert in their role should be paid at least at the MRP or above.