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Updated 12:00 PM June 23, 2005




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Units prepare for career family job classification system

In preparation for the July 1 start of the University's new career family job classification system, units throughout the University are distributing information packets to affected staff members.

More than 18,000 jobs previously grouped within the four broad job families of professional/administrative, office, technical and allied health will be categorized by the 20 career families of the new system. Groupings such as finance, information technology, and academic and student services are included within the spectrum of career families.

Business, academic, research and health care units began distributing the information packets June 1 and are expected to complete the process by June 17. The packets contain a personalized letter from Human Resources & Affirmative Action confirming each staff member's new market job title and working title (if a working title currently is being used), along with additional information that describes the career family classification system and provides answers to frequently asked questions, as well as sources of more information.

In a June 6 e-mail to campus Provost Paul N. Courant, Executive Vice President for Medical Affairs Robert Kelch and Executive Vice President and Chief Financial Officer Timothy P. Slottow said they are encouraged by the possibilities of the new system.

The executives outlined the case for a more contemporary system by citing three long-term goals:

1. Make career paths more visible for staff:

The new system will use categories of related careers (career families), rather than grade levels that include many different types of careers mixed within the same grade. As a result, advancement opportunities in particular disciplines will become more transparent, and the classification system is more likely to be a useful tool to help staff compare related jobs and plan their career paths;

2. Provide improved information to University units:

Titles will be aligned to those commonly used in the larger job market to allow
U-M to track trends over time by a specific classification, the larger career family or groupings of related career families. This will better enable the University to see long-term employment and compensation trends as it competes for top candidates;

3. Enrich the effectiveness of future systems:

The structure of the career family classification system will improve the potential of other systems. For example, the University's new applicant management system (currently under development) will allow job seekers to specify the career family and specialty in which they seek employment, and the system will send e-mail notifications as related jobs are posted.

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