Career Compass Job Mapping Begins
(1/7/08) Dear Colleagues:
It is a new year, and we have reached an important milestone in the Career Compass project.
Following extensive development, review, and participation from the campus, a broad picture of job fields and families for non-represented positions is available on the Career Compass website at http://careercompass.berkeley.edu.
January is the month for final comments, which are due to HR Compensation by February 8, 2008. Supervisors and managers will begin mapping the non-represented positions that report to them to the new job structure on March 3, 2008. Those who wish to get a head start may want to review current job descriptions for their staff to make sure they are up to date.
The job mapping process will involve supervisors, managers, and non-represented staff. As a result of the process, job descriptions and payroll titles will be more consistent across departments, grouped in logical, related job families, and tied to the external labor market. Although no pay changes will occur at the time employees are mapped, new salary ranges will provide reference and better guidance for future pay decisions.
Supervisors and managers:
In the coming months, you will review the new job standards and select the appropriate match for each position in your area. You will need to submit an updated job description for each employee you supervise, using new job description forms that are already populated with most of the relevant information from the new structure. Please note: Represented positions are subject to collective bargaining and will be mapped at a later time.
Non-represented staff:
You will review your updated job description with your supervisor to ensure that it accurately describes your current work.
Review process:
Your department`s human resources office, department head, and the central Human Resources compensation unit will review the mapping recommendations to facilitate campuswide consistency, which is critical to the goals of Career Compass.
When completed, the mapping process will give the campus a solid foundation on which to build the other elements of Career Compass: improved performance management and enhanced staff career development opportunities aligned with job responsibilities.
A change of this magnitude naturally raises many questions. The Career Compass team has developed detailed information and training materials to support this endeavor. I encourage you to check the website <http://careercompass.berkeley.edu>, attend an information session, or talk to your Department Human Resources Manager.
I would also like to commend the many staff, supervisors, and managers who have helped us reach this milestone by developing the job standards and providing the input necessary to ensure that the new job structure reflects our work at Berkeley. My thanks to Vice Chancellor Beth Burnside, Associate Vice Chancellor Steve Lustig, and their colleagues on the Staff Infrastructure Steering Committee for their commitment to transforming the professional environment for all staff at Berkeley.
Nathan Brostrom
Vice Chancellor - Administration