Allocate or Reallocate – The method of placing a position within a Job Family/Career Level.
Benchmark Job – Positions that can be matched to salary surveys of market data.
Career Path – A career path is a list of steps to take in your professional life for progressing into different or more advanced roles at work. It’s a series of jobs and experiences that help employees reach their ultimate career objectives and future goals.
Career Stream – Career Streams are the basic infrastructure of a job architecture and represent a group of jobs characterized by distinct responsibilities. Career streams provide an outline of potential career progression based on current level, type of work and required skills. Elon has four career streams:
Professional Service and Support – Individual contributors that provide institutional related support or service or roles operating in a “hands on” environment in support of daily business activities. The majority of time is spent in the delivery of support services or activities under supervision. Typically, non-exempt.
Professional – Individual contributors with responsibility in a professional or technical discipline or specialty. May manage one or two direct reports but the majority of time is focused on the professional or technical discipline. May direct the work of other lower-level professionals or manage programs and/or processes. The majority of time is spent overseeing the design, implementation or delivery of programs, processes, and policies using specialized knowledge and skills typically acquired through advanced education or specific experience (4-year University degree or direct and applicable experience).
Management – Focused on the strategic, tactical, and operational activities within a specified area. Levels within the Management career stream typically have two or more direct reports. The majority of time is spent overseeing their area of responsibility, planning, prioritizing, and/or directing the responsibilities of staff. Goal achievement is typically accomplished through performance of direct and/or indirect reports.
Executive – Provides institutional strategic vision and/or tactical/strategic direction across multiple divisions or functions. The majority of time is spent on strategic priorities directing the responsibilities of management. Goal achievement is typically accomplished through performance of direct and/or indirect reports.
Career Level – Levels that indicate the standard of mastery required to meet the position requirements. Positions within job levels have different sets of knowledge, skills, ability, and experience requirements. For example, a position may be Professional (Entry) or Professional (Experienced).
Career Level Factors – Factors used to differentiate jobs within a career track. Elon utilizes the five consistent factors of: institutional impact, innovation and complexity, communication and influence, leadership and talent management, and knowledge and experience.
Compensation – The method of maintaining balance between interests of operating the university within the fiscal budget and attracting, developing, retaining, and rewarding high quality staff through wages that are competitive with the prevailing rates for similar employment in the labor market.
Competencies – The combination of observable and measurable knowledge, skills, abilities, and personal attributes that contribute to enhance employee performance and ultimately result in organizational success.
Communication and Influence – Describes the nature of communication each level is responsible for and the level of influence required.
Exempt – Employees who are not covered by the Fair Labor Standards Act’s minimum wage and overtime provisions. These employees are typically salaried.
FTE (Full-Time Equivalent) – The fractional amount of time that the duties and responsibilities of a position are to be performed by an employee at a rate not to exceed the full-time equivalency specified for the position. 1.00 F.T.E. is considered full-time and normally corresponds to a workload of 2,080 hours per year (e.g., an FTE of 0.50 means a person works half-time or twenty hours per week).
Innovation and Complexity – Degree to which each level needs to identify and devise solutions to problems and the level of autonomy to make decisions.
Institutional Impact – Nature and scope of influence each level has on its area(s) of responsibility as well as the level of autonomy to make operational decisions.
Job – The regular work that a person does to earn money.
Job Analysis – Job analysis is the process of gathering and analyzing information about the content and the human requirements of jobs, as well as the context in which jobs are performed.
Job Architecture – Provides a structural base to create consistency and a better understanding of the roles and their purpose at Elon University. It is a standardized framework to classify jobs based on the nature of the work they do and the level at which the work is completed. A job architecture provides visibility into how jobs are organized, and typically reflects both industry market practice as well as the internal needs and characteristics of the organization but is independent of organizational reporting structure.
Job Catalog – A job catalog is a comprehensive list of positions currently maintained at the institution. Job Evaluation – The systematic process of determining the relative value of different jobs in an organization.
Job Family – Job families are used to group positions based on a similar nature of work and utilize similar skillsets, characteristics, disciplines, and functional areas. They typically have similar market characteristics, related key behaviors and a continuum of knowledge, skills, and abilities.
Job Sub-family – Within each job family are several sub-families that are classified by more specific skills. For example, the Facilities Management family may include sub-families for landscaping and grounds, building trades, environmental services, etc.
Job Title/Working Title – The word or words that identify a job. The working job title is often more specific and descriptive.
Knowledge and Experience – Level of expertise required to fulfill the level of responsibility associated with the position; incorporates minimum levels of formal education and/or work experience.
Labor Market – Local, regional, or national area and/or competitive employers in which employees are either gained or lost.
Leadership and Talent Management – Responsibility for people development, including supervision, training, coaching, and performance management.
Market Analysis – Review of salary data to facilitate job pay comparisons and information that reflects the labor force from which the university recruits employees.
Market Rate/Market Pricing – Rate of pay or comparable value for specific jobs in the relative labor market.
Non-Exempt – Employees who are covered by the Fair Labor Standards Act’s minimum wage and overtime pay provisions.
Occupational Knowledge – Level of proficiency in the principles and practices of one’s field or profession.
Position – A set of duties assigned to a job and are uniquely identifiable.
Position Description – A written statement that describes the work that is to be performed by the job incumbent. The description includes general position information, a summary sentence, detailed duties and responsibilities, and minimum qualifications.
Salary Band – A salary structure is made up of salary bands. Jobs in the same salary band have similar pay in the labor market.
Salary Range – Each salary band has a salary range that includes a minimum, mid-point, and a maximum.
Salary Survey – A published summary report of salary information of benchmarked positions from multiple employers. Human Resources uses a comparison of multiple salary surveys to price jobs to the labor market.
Salary Structure – A salary structure provides a framework to determine how employees are paid.
