Career Framework Employee Town Hall November 2023

November 2023

Career Framework Design Elements

Agenda  Overview  Career Framework Design Elements Job Families and Sub-Families Career Levels/Career Progression Job Title/Job Profile Putting It All Together

 Top Takeaways  Total Rewards Strategy  Next Steps November 13, 2023

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Career Framework  Our Goal: To create a career framework that is clear, consistent, and transparent, with alignment to market empowering staff employees to better prepare for “what’s next” in their career journey  The Career Framework will provide:  More visibility to all staff jobs below the AVP level for development of skills and competencies  Understanding of how salary ranges are developed and utilized to determine pay  Consistent language and standards to understand how jobs are connected across GU to explore career and development opportunities

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Career Framework Elements The Career Framework will be organized by Job Families and Job Sub-Families.

This platform will help guide career progression for employees to determine “what’s next.”

Job Family

Every staff employee will have a new: GONZAGA UNIVERSITY

Job Sub-Family Career Level Job Title Job Profile Salary Range

Career Framework Elements The roles within the Career Framework will be organized by Job Families and Job Sub-Families. This platform will help guide career progression.

What is a Job Family?

• A broad grouping of roles with a similar nature of work – e.g. Finance, Technology Services, or Student Services

What is a Job Sub-Family?

• A more specific specialty within a Job Family • Job Family and Sub-Family assignments do not determine pay; they help organize jobs in a way that allows users to explore jobs that require similar skillsets GONZAGA UNIVERSITY

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Career Framework Elements

What is a Career Level?

• Used to describe the level of a role based on:  Job Summary

 Problem Solving and Complexity  Typical Experience Required  Education Required

What is a Career Progression?

• Movement to a different level within same job family or sub-family based on expanded job duties or movement to a new job family or sub-family based on development of transferrable competencies, skills, and experience GONZAGA UNIVERSITY

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Career Framework Elements

Career Levels and Career Progression Individual Contributor – Degree Not Required Foundational

Intermediate

Experienced

Individual Contributor – Degree Required Core

Career

Advanced

Expert

People Leader Supervisor

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Manager

Senior Manager

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Career Framework Elements

What is a Job Title?

• A job title is created for every job that identifies the focus in a general way • Using consistent job titles across the university creates a common language for understanding how each job fits into the career framework

What is a Job Profile?

• A summary of the essential functions of a job, with career/job-level details o Creates consistent expectations for like jobs across the university

• Maintained based on industry standard requirements for the job • Creates a foundation for career development and progression with a common language GONZAGA UNIVERSITY

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Career Framework Elements – Draft Job Profile Example (page 1 of 2)

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Career Framework Elements – Job Profile Example (page 2 of 2)

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Putting It All Together

Career Framework Elements – Putting It All Together

Families

Sub-Families

Jobs

Student Services

Advising

Academic Advisor

Finance

Accounting

Accountant

Technology Services

Web Development

Web Developer

Facilities

Groundskeeping

Groundskeeper

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Job Profiles

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Top Takeaways

Top Takeaways How will the Career Framework impact me?

1.

2.

3.

This project will create a transparent framework to provide a way for employees to plan “what’s next” in their career via a tool to access job profiles with salary ranges and required experience and education.

Career levels provide opportunities for career progression within the same Job Family and Sub Family or move laterally into a new Job Family or Sub Family with transferable skills.

Consistent titles will help ensure parity and provide better insight into job responsibilities and career opportunities at GU.

The Career Framework Project will not impact the following: 1.

2.

Will not stop normal operations. Job evaluations and job updates will continue but will be frozen for a short window prior to implementation.

Will not reduce base salaries, change benefits, change job duties, or eliminate jobs.

November 13, 2023

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Total Rewards Philosophy

Gonzaga University – Total Rewards Philosophy Our approach to Total Rewards when combined with our overall campus experience will reflect GU’s Jesuit mission by: •

•

•

Work-Life Integration Health

--Medical, Dental, & Vision --Access to Specialty Programs --Virtual Health Solutions

Supporting employees with diverse identities, backgrounds, and experience while maintaining their health through benefits and wellness Providing enriching opportunities for staff to thrive in their career with focus on skill and personal development Fostering a collaborative work community enabling employees to balance work and life through flexibility.

--Generous Time Off --Hybrid & Remote Possibilities --Flexible Work Schedules

Mission Centered

DRAFT Well-Being --Social & Wellness Programs --On-Site Recreation Facilities --Mental Health Support

Focus and develop the whole person

Total Compensation --Market-Based Compensation --Tuition for Employee/Family --Rich Retirement Benefits

--Intellectually --Spiritually --Emotionally --Physically --Culturally

Community Experience --Athletics & Events --Enrichment Opportunities --Mission-Centered Service

Growth & Development --Career Development --Campus Educational Programs --Professional Development

Next Steps

Next Steps • Continue transition to new Job Profiles and vet with key stakeholders • Determine job title approach • Finish integrating new salary survey data to market price jobs in preparation for implementation

Watch for Future Sessions Early 2024 GONZAGA UNIVERSITY

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Questions compensation@gonzaga.edu

Career Level Guides

Career Level Guide Individual Contributor – No Degree Required (page 1 of 1) Level

Foundational

Intermediate

Experienced

Requires basic knowledge and/or understanding of processes for completing assigned work. Performs structured work assignments with instruction and oversight.

Requires working knowledge and/or understanding of area that may be technical or specialized. Requires the ability to perform all processes/procedures for assigned work with no instruction. Requires the ability to readily learn and apply new information/concepts.

Problem Solving & Issues are routine with decisions aligned to prescribed processes/ Complexity

Issues are less routine and require the need to apply various methods to accomplish tasks.

Requires ability to troubleshoot problems by applying sound judgement. Duties and/or responsibilities are of moderate complexity.

Requires advanced working knowledge and/or understanding of a technical or specialty area. Requires proficiency in performing assigned tasks/responsibilities.

Requires the ability to identify and improve processes for completing assigned duties. Requires the ability to readily learn and apply new information/concepts. May serve as an informal resource for less experienced staff.

Issues are complex and require significant judgment and initiative. Requires ability to troubleshoot and/or solve complex problems by applying advanced skills and knowledge. Often requires understanding and application of complex laws, regulations, or technical procedures.

Scope & Impact

Work is performed under general supervision except for new assignments. Decisions typically impact own job function or work unit. Duties and responsibilities are typically focused and/or modest in scope and impact.

Work is performed under minimal supervision with assigned general expectations. Judgment is used to determine best approach. Decisions typically impact outcomes of the department. Duties and responsibilities are typically focused beyond own work area and could be multi-departmental.

3+ years of related experience

5+ years of related experience

High school diploma or GED

High school diploma or GED

Job Profile Summary

Typical Exp. Required

procedures. Requires ability to troubleshoot and/or solve basic problems. Duties and/or responsibilities are of minimal complexity.

Work is performed under supervision and receives detailed instructions to perform tasks. Decisions typically impact work area. Duties and responsibilities are typically limited in scope and impact.

0-3 years of experience

Typical Education High school diploma or GED Required

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Career Level Guide Individual Contributor – Degree Required (page 1 of 2) Level Job Profile Summary

Core

Career

Advanced

Expert

Has high level of acquired depth and Has developing depth of Utilizes general industry Applies knowledge of theories, breadth of specialization within field. practices, and procedures gained knowledge, professional work specialization. Applies developed industry knowledge and advanced Utilizes broad and unique knowledge experience, and college through attainment of college and skills to creatively develop new degree in the application of understanding of concepts, degree or a combination of principles, and technical capabilities practices, processes, or models. concepts, principles, and extensive experience and Provides specialized and sometimes to manage work and variety of technical capabilities to education. Develops unique expertise within field. Looked to projects. May develop new competence by performing work perform a variety of work practices and processes. Looked to as a thought leader and develops less assignments and projects. for assigned team and area. for guidance from less experienced experienced team members.

Begins to gain general industry team members. knowledge.

Requires the ability to identify Problem and resolve less complex Solving & problems, issues, and Complexity assignments. Requires problemsolving skills and techniques to determine if/when it is appropriate to seek additional guidance, assistance, or escalation.

Requires the ability to identify and resolve moderately complex problems, issues, and assignments. Requires moderate problem-solving skills and techniques to address most issues without guidance and additional assistance.

Requires the ability to identify and resolve increasingly complex problems, issues, and assignments using advanced techniques. Often responsible for resolving unclear situations utilizing expertise in specialized field.

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Requires the ability to identify and resolve the most complex problems, issues, and assignments. Identifies barriers hindering operations.

Responsible for creatively resolving unclear situations utilizing the highest level of expertise in specialized field.

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Career Level Guide Individual Contributor – Degree Required (page 2 of 2) Level Scope & Impact

Typical Experience Required Typical Education Required

Career

Advanced

Expert

Duties and responsibilities generally have focused and defined scope and impact, usually contained to a specific team/area of specialization.

Core

Duties and responsibilities have scope and impact that are less focused for specific team/area of specialization and extend outside specific team/area of specialization.

Duties and responsibilities have scope and greater impact beyond the area of specialization to include department and/or unit.

Duties and responsibilities have farreaching, multi-operational, or university-wide scope and impact.

Typically participates in campus and/or university committees. May have direct impact across the entire university.

0-3 years of experience

3+ years of related experience

5+ years of related experience

8+ years of related experience

Bachelor’s degree required or combination of experience and associate’s degree

Bachelor’s degree required or Bachelor’s degree required combination of experience and associate’s degree

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Bachelor’s degree required

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Career Level Guide People Leader (page 1 of 2) Level Job Profile Summary

Problem Solving & Complexity

Supervisor

Manager

Senior Manager

Provides leadership to managers and may Typically manages front-line supervisors and/or individual contributors at the Career or manage Advanced or Expert level individual contributors. May manage front-line Advanced levels for large department, work supervisors. Heads one or more strategic areas group, or multiple departments and work groups. Typically reports to a Senior Manager within the university. Typically reports to senior leadership. or above.

Identifies operational and day-to-day Identifies operational issues within multiple Identifies strategic issues within department issues within immediate work group/team work groups and/or department and gathers or multiple departments/ divisions and gathers and gathers information to determine root information to determine root cause(s). information to determine root cause(s). cause(s). Resolves operational problems Proactively identifies issues and risk. Resolves Resolves complex strategic problems for large within established guidelines; escalates to complex operational problems and/or department areas or multiple departments/ higher-level manager as needed. Provides department and on occasion multiple divisions. May require knowledge from several recommendations to improve processes departments. Collaborates with next level disciplines or areas of expertise. Seeks and identifies opportunities for long-term goal and operational efficiency within immediate manager as needed on strategic issues. work group/team. Administers policies and Participates in the development of policies and setting and achievement for multiple work units or departments. executes procedures. Receives guidance procedures to achieve specific goals. Uses from manager on a regular basis. judgment, evaluation, and interpretation to help select the right course of action.

Front-line supervisor responsible for the day-to-day activities of a team of at least 2 employees. Typically reports to the Manager level.

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Career Level Guide People Leader (page 2 of 2) Level Scope & Impact

Typical Experience Required Typical Education Required

Supervisor Oversees the work and operations within an immediate work group/team or small department. Has direct impact on the outcomes of an immediate work group/team. Typically, is not a working supervisor doing the work of those supervised. Impact is typically short-term (1 year or less) goal achievement and team performance.

3+ years of related experience

Bachelor’s degree required or combination of experience and associate’s degree

Manager

Senior Manager

Oversees a large department or multiple Oversees multiple work groups/teams and/or departments/divisions. Accountable for medium department. Accountable for the designing and implementing department performance and outcomes of work groups/teams within own discipline or function. strategy and long-term goals which has university wide impact. Has direct impact on Has direct impact on the outcomes of work outcomes of multiple departments across the groups and/or department. May have direct impact across multiple departments. Impact is university. Typically participates in university committees and key projects. Impact is typically on medium-term (1-2 years) goal achievement and team performance. Translates typically on longer term (3+ years) goal achievement, translating strategic plans into goals into operational activities and operational plans, and overseeing their guides/oversees their execution. implementation and success.

5+ years of related experience, 2 of which must 8+ years of related experience, 5 of which must include managing a department or multiple include previous leadership experience areas managing multiple areas or large teams Bachelor’s degree required

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Bachelor’s degree required

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