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Which positions are included in the Navigate Your Career Project?

The current scope of the project related to compensation includes permanent staff positions and full-time faculty. The current scope of the project related to job classification relates only to permanent staff positions. Temporary positions and graduate apprenticeships are not being reviewed as part of the project at this time.

Why are position descriptions important?

Position descriptions are important tools that provide several benefits to employees, supervisors and the university as a whole. Position descriptions provide a clear understanding of performance expectations and detail how each job contributes to the university’s overall mission. Position descriptions also help ensure that employees are being properly compensated for their work. For supervisors, position descriptions assist with the assessment of employee performance, help guide employee development based on position responsibilities and assist with the communication of position expectations.

How are the position descriptions being used?

Position descriptions will allow the university to document the current set of jobs on campus (the job catalog) and identify work that is common across different departments, as well as unique responsibilities that apply to specific work groups. Position descriptions have been utilized and continue to be collected across campus to identify what positions exist and their primary responsibilities. Elon uses the position descriptions to inform the job architecture by understanding the business needs for a proposed future state.

What if my position description update is not yet completed?

Elon will continue to collect updated position descriptions throughout the project. If a description has not been updated in the position description tool, the university will utilize a combination of historical descriptions, recent position posting language, and industry best practices to map positions.

What is the benefit of creating a job architecture system?

Developing and maintaining a strong job architecture system supports pay equity across the university, ensuring that employees in similar positions  receive similar pay while establishing consistent compensation practices. A job architecture system also helps employees understand how pay decisions are made, how their positions support the operations and mission of the university, and how they can continue to advance their careers. This also enables employees to understand and plan their own career growth.

Will my position title change?

No. Position titles will not change as a result of this project. Each position will be analyzed based on the assigned duties, experience, and education required for the position. Each position will be mapped to an internal classification to fit within the job architecture system. All departments will continue to use their preferred working titles.

Will all positions reviewed receive a salary increase?

No. Positions will be analyzed and mapped appropriately within the job architecture system. Compensation for each position will be compared with rates in an appropriate market. This may include local, regional or national markets, depending on the nature of the position. It is difficult to determine who/what positions will be considered for market adjustments until we receive more data from the university’s consulting firm.

If my current pay is determined to be above the market rate for my position, will I receive a salary reduction?

No. There will be no adjustments made if an employee is currently being compensated above their associated market rate.

Will compression issues be addressed?

Yes. Once the university’s consultant has mapped Elon’s positions and determined appropriate salary ranges, individual employee salaries will be evaluated based on established criteria, such as education above minimum requirements, years of service, experience directly related to the job and other key factors.

Will faculty salaries be analyzed?

Since faculty positions and compensation levels are currently well-defined, based on their associated rank (e.g. lecturer, assistant professor, associate professor, etc.), the project thus far has primarily focused on staff positions.

Elon has regularly conducted studies over the years to examine salaries and to develop plans to keep salaries competitive. Studying staff salaries, though, is more difficult because our national peer and aspirant list is less effective for staff positions than faculty positions. Recruitment markets vary widely across different staff positions and this review will assist us with how salaries look across the board and relative to our peers. Consulting groups conduct similar studies throughout higher education.

Where can I find information and updates regarding the project?

All project information and milestones will be included on the Navigate Your Career Project website.