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List Info
Thread: Electronic Communications job family matrices available
|
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| Electronic Communications job family
matrices available |
 
United States |
2007-08-10 12:50:38 |
This is something I received when asking about some of the
details
re: supervisory requirements and inability to see all the
matrices.
Seems that the Higher Education Employer-Employee Relations
Act is
quite a compelling piece of legislation affecting many of
us. Never
heard of it.
Regards,
Phyllis Orrick
Begin forwarded message:
> From: "Julie Kolar" <jkolar berkeley.edu>
> Date: August 7, 2007 12:35:02 PM PDT
> To: phyllisoberkeley.edu
> Cc: compdeskberkeley.edu
> Subject: Re: [Webnet] Electronic Communications job
family
> matrices available
>
>
>
> You raise the issue of linking supervisory seniority
and
> compensation to
> the number of people a position supervises. As part of
Career
> Compass, we
> have developed a matrix to map positions that supervise
and/or manage
> staff, since supervising and managing staff is an
additional and
> distinct
> responsibility from personally performed duties and
responsibilities.
> Please note that the Supervisor/Manager matrix is
divided into six
> levels
> -Supervisor 1 and 2 and Manager 1, 2, 3 and 4. Please
also note that
> nowhere in the Supervisory/Manager matrix are the
distinctions in
> level
> based upon the number of employees supervised or
managed. Rather, the
> level distinctions are based primarily upon the
complexity of the
> functions supervised or managed, and whether there are
subordinate
> supervisors and/or managers.
>
> The one reference to number of employees supervised is
the fundamental
> requirement that applies to any position included in
the
> Supervisory/Manager Matrix: the position must
supervise at least 2
> FTEs
> (Full Time Equivalents). This requirement is based
upon the Higher
> Education Employer-Employee Relations Act (HEERA).
Under HEERA,
> supervisors must supervise at least 2.0 FTE in order to
be
> designated as a
> supervisor.
>
> It is also important to note that supervisory positions
are not
> automatically paid more than non-supervisory positions.
Similar to
> the
> current compensation program, under Career Compass,
high level
> professional employees may receive higher pay than some
supervisory
> employees.
>
> You also raise the issue of not having all the matrices
to review
> at the
> same time and the difficulty that poses in evaluating
and
> understanding
> the positions. We agree that it would have been
preferable to post
> all
> Communications positions at the same time. However,
since Written
> Communications and Visual Communications included staff
in the
> professional matrix who are covered under a collective
bargaining
> agreement, we need to meet and confer with the
respective unions to
> complete those matrices. However, we did feel that it
was critical to
> publish the Electronic Communications family because of
the
> similarity of
> some Electronic Communications positions with some
Information
> Technology
> positions (the Information Technology positions were
among the first
> matrices posted). And, unlike Written and Visual
Communications,
> Electronic Communications did not include positions
covered under
> collective bargaining agreements.
>
> Regarding your last suggestion that the various
communications
> specializations be collapsed, one of the basic tenets
of Career
> Compass is
> to describe distinct types of work when it reflects
distinct
> occupations
> in the marketplace. Having separate matrices for
Written, Visual and
> Electronic Communications does not prevent managers
from
> determining how
> to assign work. It does, however, provide specific
information on
> different levels of work for distinct occupations
within the
> Communications area.
>
> I hope this addresses your concerns. I would be happy
to discuss
> additional questions you may have and can be reached at
3-8333 or via
> e-mail at jkolarberkeley.edu.
>
> Thank you for your interest and concern.
>
> Best wishes,
>
> Julie Kolar
>
>> It seems unfortunate that HR has retained the old
habit of linking
>> supervisory seniority and compensation to the
number of people the
>> position supervises. This sort of thinking is what
led to extremely
>> wasteful personnel practices in many units, as many
can attest.
>> How about
>> just making status and compensation linked to
market forces and
>> skills?
>>
>> Secondly, while I appreciate the difficulty of
getting all this
>> done in
>> one fell swoop, it is difficult to evaluate or even
understand the
>> proposed descriptions without having the entire
family to look at.
>> Additionally, I would be very surprised if many
people's jobs
>> didn't cross
>> those family lines quite regularly. Perhaps these
electronic,
>> general,
>> written, media, etc. families could be collapsed,
and a little more
>> discretion could be granted to the people closer to
the front
>> lines where
>> the work is being done and where the hiring is
happening. As it
>> is, it
>> takes a good three to four months to get a job
posted, if you work
>> at it
>> with a dedicated HR team in your home unit and make
it a top
>> priority.
>> And, still, the salaries and job descriptions that
come out are
>> often out
>> of sync, as evidenced by a recent job posted to
this list.
>>
>>> Hello Webnet,
>>>
>>> I wanted to let you know that job family
matrices for the Electronic
>>> Communications family have been posted to the
Career Compass web
>>> site:
>>> http://careercompass.berkeley.edu/jobstandar
ds/mappingtool/comm.html
>>>
>>> These families are open for campus comment
until August 17, 2007.
>>> Please
>>> direct comments to compdeskberkeley.edu. For questions regarding
>>> the
>>> job
>>> mapping process, please contact the Comp Desk
at (510) 643-7563.
>>>
>>> The Communications field was delayed because
the Written
>>> Communications,
>>> Visual Communications, and Broadcast
Communications families
>>> contain a
>>> mix
>>> of represented and non-represented jobs within
the professional
>>> levels
>>> and
>>> require additional time for collective
bargaining.
>>>
>>> Rather than postponing the entire
Communications field, we are
>>> splitting
>>> the
>>> field into two stages so that the Electronic
Communications and
>>> Media
>>> Communications families can be reviewed now. In
particular, the
>>> release
>>> of
>>> the Electronic Communications family should
make it easier for web
>>> developers to determine whether a particular
job falls into
>>> Electronic
>>> Communications or an IT family such as
Applications Programming.
>>>
>>> For more information, please review the FAQs
for Job Family
>>> Matrices:
>>> http://careercompass.berkeley.edu/faq/jobstandar
ds.html#matrices
>>>
>>> Regards,
>>> Kathleen
>>>
>>> Kathleen Lu
>>> HR Communications
>>> 3-7343
>>>
>>>
------------------------------------------------------------
--------
>>> ---
>>> The following was automatically added to this
message by the list
>>> server:
>>>
>>> Webnet information is available at http://webnet.berkeley.ed
u. Email
>>> sent
>>> to this list is archived at http://ls.berkele
y.edu/mail/webnet/ .
>>> This
>>> archive is open to the general public and
browsable by search engine
>>> spiders, email-address harvesting robots, your
bosses, etc.
>>>
>>
>>
>>
------------------------------------------------------------
---------
>> --
>> The following was automatically added to this
message by the list
>> server:
>>
>> Webnet information is available at http://webnet.berkeley.ed
u.
>> Email sent
>> to this list is archived at http://ls.berkele
y.edu/mail/webnet/ .
>> This
>> archive is open to the general public and browsable
by search engine
>> spiders, email-address harvesting robots, your
bosses, etc.
>>
>
>
> --
> Julie Kolar
> Career Compass
> Human Resources
> jkolarberkeley.edu
> 2150 Shattuck, Suite 786
> 643-8333
>
>
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|
|
| RE: Electronic Communications job
family matrices available |
United States |
2007-08-10 15:06:20 |
|
|
Regarding Job Classifications -
They fail quite often(IMHO & Experience) when applied to the ever increasing cornucopia of duties and associations that fall upon the IT staffer.
They fail more often (IMHO,etc) when the IT staffer is engaged in some edge of market or edge of research type venture, as is often the case with a research intensive University.
Those in the know (people leading IT staff) should be able to create more specific/flexible descriptions and pay scales---after all, they, in all likelihood, are not full of dramatic mis-conceptions about the nature of IT work - they realize, generally, that IT evolution is a dynamic beast; with somewhat lateral type power structures whereby many (if not most) of the principles and dynamics of industrial era work (such as, some number of generic job classifications) are often not valid.
I am sure hard work and intelligence by HR can compensate for the dilemma I pose, but only to some maximum effectiveness that may be set by bounds only reconcilable by IT workers.
Thats all I have time to add - I sacrificed a few minutes on a busy day because I feel this topic is important.
;
.,.,.,.,.,.,.,.,.,.,.,.,.,.,.,
Lawrence Sweet
Research and Development Group
Haas Computing Services
Haas School of Business
925-324-2855
.,.,.,.,.,.,.,.,.,.,.,.,.,.,.,
-----Original Message-----
From: owner-micronet-listlists.berkeley.edu on behalf of Phyllis Orrick
Sent: Fri 8/10/2007 10:50 AM
To: webnet-listberkeley.edu
Cc: micronet-listberkeley.edu
Subject: [Micronet] Fwd: [Webnet] Electronic Communications job family matrices ; available
This is something I received when asking about some of the details
re: supervisory requirements and inability to see all the matrices.
Seems that the Higher Education Employer-Employee Relations Act is
quite a compelling piece of legislation affecting many of us. Never ;
heard of it.
Regards,
Phyllis Orrick
Begin forwarded message:
> From: "Julie Kolar"; <jkolarberkeley.edu>
> Date: August 7, 2007 12:35:02 PM PDT
> To: phyllisoberkeley.edu
> Cc: compdeskberkeley.edu
> Subject: Re: [Webnet] Electronic Communications job family
> matrices ; available
>
>
>
> You raise the issue of linking supervisory seniority and
> compensation to
> the number of people a position supervises. As part of Career
> Compass, we
> have developed a matrix to map positions that supervise and/or manage
> staff, since supervising and managing staff is an additional and
> distinct
> responsibility from personally performed duties and responsibilities.
> Please note that the Supervisor/Manager matrix is divided into six
> levels
> -Supervisor 1 and 2 and Manager 1, 2, 3 and 4. Please also note that
>; nowhere in the Supervisory/Manager matrix are the distinctions in
> level
> based upon the number of employees supervised or managed. Rather, the
> level distinctions are based primarily upon the complexity of the
> functions supervised or managed, and whether there are subordinate
> supervisors and/or managers.
>
> The one reference to number of employees supervised is the fundamental
> requirement that applies to any position included in the
> Supervisory/Manager Matrix: the position must supervise at least 2
> FTEs
>; (Full Time Equivalents). This requirement is based upon the Higher
> Education Employer-Employee Relations Act (HEERA). Under HEERA,
> supervisors must supervise at least 2.0 FTE in order to be
> designated as a
> supervisor.
>
> It is also important to note that supervisory positions are not
> automatically paid more than non-supervisory positions. Similar to
> the
> current compensation program, under Career Compass, high level
> professional employees may receive higher pay than some supervisory
> employees.
>
> You also raise the issue of not having all the matrices to review
> at the
> same time and the difficulty that poses in evaluating and
> understanding
> the positions. We agree that it would have been preferable to post
> all
> Communications positions at the same time. ; However, since Written
> Communications and Visual Communications included staff in the
> professional matrix who are covered under a collective bargaining
> agreement, we need to meet and confer with the respective unions to
> complete those matrices. However, we did feel that it was critical to
> publish the Electronic Communications family because of the
> similarity of
> some Electronic Communications positions with some Information
> Technology
> positions (the Information Technology positions were among the first
> matrices posted). And, unlike Written and Visual Communications,
>; Electronic Communications did not include positions covered under
> collective bargaining agreements.
>
> Regarding your last suggestion that the various communications
> specializations be collapsed, one of the basic tenets of Career
> Compass is
> to describe distinct types of work when it reflects distinct
> occupations
> in the marketplace. Having separate matrices for Written, Visual and
> Electronic Communications does not prevent managers from
> determining how
> to assign work. ; It does, however, provide specific information on
> different levels of work for distinct occupations within the
> Communications area.
>
> I hope this addresses your concerns. I would be happy to discuss
> additional questions you may have and can be reached at 3-8333 or via
> e-mail at jkolarberkeley.edu.
>
> Thank you for your interest and concern.
>
>; Best wishes,
>
> Julie Kolar
>
>> It seems unfortunate that HR has retained the old habit of linking
>> supervisory seniority and compensation to the number of people the
>> position supervises | |