Since June 2017, a system-wide collaborative human resources team of compensation experts has been engaged in a comprehensive job family compensation project, aiming to improve processes, classifications and pay structures. The project team has developed new job families, roles and levels that will replace the current job title structure for regular staff positions. Implementation of the new structure is scheduled for January 2021 and we would like to provide you with the latest information and updates.
In addition to the new job families, roles and levels, the Compensation Website has been updated to include the new market ranges, frequently asked questions and a leader toolkit that includes resources to assist supervisors in discussing the change with employees.
Each affected employee will receive a notification in January 2021 that will include information regarding their new job classification and market range.
Please note that there will be no demotions or promotions, changes to working position titles or adverse impact to individual salaries as a result of this project. The University of Tennessee will now be using a market-relevant pay structure, which will provide consistency across the System and allow the university to be in a better position to assess individual pay and overall market competitiveness as well as help guide future decisions regarding pay.
Contact Laura Sloan, compensation specialist, if you have any questions regarding the job family compensation project.