The University of Miami is committed to rewarding employee contributions to our teaching, research, and clinical care missions and to providing competitive, market based pay based upon the performance of our employees and goals.
The Career and Compensation Program is the University of Miami’s new pay program, designed to ensure alignment of pay programs across the University to support recruitment, retention, and development needs. The program will promote competitiveness of pay, equitable placement of jobs within the structure, support for career advancement, consistent application, and flexibility to respond to changes in the market place.
Program Summary |
Frequently Asked Questions |
Program Elements |
Job Reevaluation Form |
Job Description Bank |
A core structure and four alternate pay structures in the new Career and Compensation program will allow the University flexibility when responding to changes in the marketplace. See the examples below that represent the new pay structures.
• Leadership & Management
Coming in January 2016 - Career Levels
Career Levels will represent a new component of our compensation program designed to provide:
• a structure that align jobs in a way that defines pathways for professional growth and development
• employees with information needed to understand how jobs progress within and across job families
See a summary of the new Career Levels below.
• Administrative, Technical, Trades, Health Care Services
Job Revaluation Form
The Job Reevaluation Form
includes the process and form for supervisors to request review of a job within the new structures and grades. The process includes a systematic review of assessing the relative worth of a job based on the job responsibilities, level of complexity, potential impact to the university and the education and experience requirements.
As we continue to Build a Better U Together, we need to focus on creating and maintaining a work environment that continuously strives to align individual and team performance to the University’s goals and objectives.
• FY16 Merit Guidelines
– A merit pool for staff has been established for Fiscal Year 2016 (FY16). Review the guidelines and procedures regarding merit awards.
• Managers Guide to Base Pay Management – This guide is provided for managers with the intention to provide guidance on determining the appropriate wage or salary for employees.
Job Description Bank
to find sample job descriptions that serve as a starting point for the development of a new position or the reclassification of existing positions.
|Upcoming Webinars and Live Sessions
|Coral Gables, Tuesday, April 7 1:00pm-2:00pm
Newman Alumni Center
|Miller School, Wednesday, April 8 1:00pm-2:00pm
Clinical Research Building, Gordon Center Auditorium
|Marine School, Thursday, April 9 1:00pm-2:00pm