CAREER TRACKS
PROJECT OVERVIEW
UNIVERSITY OF
CALIFORNIA
SANTA CRUZ
MAY 2016
Agenda
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Career Tracks Overview
History
Mapping Methodology
Next Steps
Resources
2
Career Tracks Overview
Job Classification
Alignment with market
Career Tracks
Career Paths
Development
Senior Management Group, academics, represented staff and students are
not affected.
Career Tracks will not affect job duties or function, working
(“business card”) title or current base pay.
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Career Tracks Overview
Current Structure
New Structure
Jobs misaligned with market, poorly MSP and PSS job titles aligned with
defined
market
Inconsistent practices present labor
and legal risk
Internal focus on classification and
pay
Consistent with definitions of
represented work and federal overtime
guidelines
Market-based salary ranges provide
better reference for pay decisions
Job categories and career paths not
defined
New structure provides transparency
within and across job functions
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Career Tracks Overview
Job Family
Job Function
A group of jobs in the same general occupation (ex: Information Technology)
A more specific area within a family (ex: Applications Programming)
Individual Contributor Series
Job Category
Career Level
Operational
& Technical
Leadership Series
Professional
Supervisors
& Managers (2+ FTE)
Level 1
Entry
Level 1
Supervisor 1
Level 2
Intermediate
Level 2
Supervisor 2
Level 3
Experienced
Level 3
Manager 1
Advanced
Level 4
Manager 2
Expert
Level 5
Manager 3
Manager 4
*Defining jobs using consistent definitions of function, category and career level (rather than
using generic titles such as “analyst” or “manager”) allows accurate pay comparisons with other
employers in our labor market for comparable jobs.
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Career Tracks Overview
Current
Classification
Career Tracks
Job Family
Career Tracks Job
Function
Contracts & Grants
Research
Administration
Analyst
General
Administration
Academic Program
Management
Administrative
Operations
Project & Policy
Analysis
Student Services
Student Services
Advising
Financial Aid
Finance
Financial Analysis
Procurement
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Manager 4
Manager 3
Manager 2
Expert
Manager 1
Advanced
Supervisor 2
Supervisor 1
Leadership Track
Professional/Technical Track
Career Paths
Experienced
Intermediate
Entry
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Career Tracks History
2009
Career Compass job structure developed and implemented initially
at Berkeley. Career Compass was subsequently renamed “Career
Tracks” for systemwide rollout.
2012-2014
Career Tracks implemented at Merced, Office of the President
(UCOP) and Agriculture and Natural Resources (ANR).
2015
Santa Cruz completed two phases of pilot for IT job family
Career Tracks implemented at Riverside.
2016 - 2017
San Francisco will implement Career Tracks on campus (Nov 2016)
and Health System (June 2017)
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Where are we Now?
Santa Cruz on
track to fully
implement
Career Tracks
job titles for all
non
represented
staff employees
by February
2017.
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MAPPING METHODOLOGY
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Mapping Methodology
Select family
and function
that seems
best fit
Select
Category
Select Career
Level
Review Job
Standard
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Select
family and
function
Family and Function
Job
Job
Family Function
General
Admin
Involves managing or performing the administrative services or managing the full general operations of an academic
or non-academic organization(s). Administrative services includes activities in finance and human resources and may
Administrative
also include IT, facilities, or student services. General management includes long and short range strategic planning in
Operations
determining the mission and directing all activities of multi-disciplinary departments through subordinate
management staff.
Project and
Policy
Analysis
Applications
Programming
Information
Technology
Job Function Summary
AV IT
Business
Systems
Analysis
Involves analytical studies on a variety of policies, projects, programs and issues in support of a function, program
and/or organizational unit, or in research of new or changing systems and programs. Assists in policy and program
planning, development and administration; interprets, monitors and analyzes information regarding policies and
procedures and provides consultative services regarding general management to department administrators.
Involved in the development of server/OS/desktop/mobile applications and services including researching,
designing, developing specifications for designing, writing, modifying, testing, debugging, troubleshooting and
maintaining source code. Also having direct or related involvement in designing related databases, user interfaces,
integration to other systems/applications, content or multimedia processes. Work includes analysis and design to
post-production processes, quality assurance, maintenance and documentation.
Involves planning, coordinating and administering Audio Visual (AV) programs, processes, facilities and technical
systems in support of education, research, conferences, events, communications or administrative activities,
athletics and other purposes. Includes one or more of the following areas: technical, instructional or command
media or video and audiovisual production. Works closely with and/or provides counsel to institutional
representatives coordinating major projects or events.
Involves technology-based analysis of business practices, processes and problems; developing solutions which
may involve process design, data and information architecture, software development and policy or procedural
changes; creating specifications for systems to meet requirements; validating requirements against needs;
designing details of automated systems; developing user interface design; planning and executing unit integration
and end-user acceptance testing; may develop training materials for system implementation. May lead cross12
functional teams to solve complex business or systems issues.
Select
family and
function
Hybrid Positions
Many employees at UC wear multiple hats. When in doubt,
match a hybrid position to a function based on the duties
that..
Constitute at least 50% of the job
Constitute the greatest overall percentage of the job
Would be emphasized for recruiting when a vacancy arises
Are captured in a “multi-functional” job family (ex:
Information Systems in IT, HR Generalist within HR)
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Select
Category
Operational & Technical
• Includes support, operational,
technical, skilled or semiskilled positions
• Skills acquired through
vocational education and/or
apprenticeships, certifications,
on-the-job training
• Problems solved through
knowledge of past practices,
procedural guidelines, or
knowledge gained through a
certification or licensing
program
• Typically covered by bargaining
unit
Category
Professional
• Requires a theoretical and
conceptual knowledge of
specialization
• Problems are typically solved
through analysis and strategic
thinking
• At more senior levels,
incumbents may
independently manage or
administer professional or
independent programs,
policies and resources
Supervisory & Managerial
• Incumbents primarily achieves
department objectives through
the coordinated achievements
of subordinate staff who report
to the incumbent.
• Must supervise or manage 2 or
more FTE
• Exercises independent
judgment regarding key human
resource decision making
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Career Level:
Professionals
Select
Career
Level
Entry
• Limited or no
prior
• experience
• Non Exempt
• PSS
Intermediate
Experienced
• Assignments of
moderate
scope and
complexity
• Judgment
within defined
guidelines
• Non Exempt
• PSS
• In depth
understanding
of field
• Independently
performs full
range of
function
• Exempt
• PSS
Advanced
• High degree
knowledge
overall field
• Specialized
knowledge
• High degree
autonomy
• Lead
• Exempt
• PSS or MSP
Expert
• Significant
impact on
policy or
program
• Substantial
consequences
of success or
failure
• Scope impacts
entire
organization
• Exempt
• MSP
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Select
Career
Level
Career Level:
Supervisors
Supervisor 1
Supervisory 2
• Supervises operational
staff
• Exempt
• PSS
• Supervises
professional or skilled
staff
• Exempt
• PSS or MSP
Note: Incumbents who give work assignments to other employees and review their work products,
but do not perform the above functions are typically LEAD positions and should be mapped to the
Professional categories.
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Career Level:
Managers
Select
Career
Level
Manager 1
Manager 2
Manager 3
• Primary manager of
unit
• Manages supervisors or
professionals
• Full budget
accountability
• Achieves objectives
through coordinated
efforts of subordinate
staff
• Exempt
• MSP
• Manages large
department or multiple
smaller units or highly
specialized
function/team
• Manages other
managers, supervisors
and professionals
• Has significant
responsibility to
achieve broadly stated
goals
• Exempt
• MSP
• Senior leader of a
critical and strategic
function, regardless of
size of department
• Manages through other
managers
• Has significant
responsibility for
formulating and
administering policies
and programs for
organization
• Typically reports to
executive (SMG) or
Manager 4 in very large
organizations
• Exempt
• MSP
Manager 4
• Senior leader of very
large, diverse and
complex organization
• Directs multiple units
lead by senior
managers
• Results can affect the
overall organizationwide performance and
reputation
• Typically reports to
executive (SMG)
• Exempt
• MSP
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Review
Job
Standard
Sample Job
Standard
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PROJECT MILESTONES
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Career Tracks Milestones
Term
Definition
Preliminary Mapping
Employees preliminarily mapped to new Career Tracks job family/function/level
prior to the mapping spreadsheets being sent to the departments for review, based
on current position description on file.
Round 1 Mapping
Encompasses both the departmental review of the mapping spreadsheets and
their recommendations for changes; as well as the follow up review by project
team. This round focused on review of current job duties to find best match in new
structure.
Round 2 Mapping
Reflects approved input from Round 1. Encompasses both the departmental review
of the mapping spreadsheets and their recommendations for changes; as well as
the follow up review by project team. This round will include assigned
grades/salary ranges.
Announce Career Tracks Job
Titles
Notification letters will be distributed to Employee’s Supervisor for communication
to Employee.
GO LIVE!
Date of the new classifications that will be effective in HR systems.
Reconsideration
Timeframe a supervisor can submit additional documentation in support of a
different classification than was mapped. Review is completed in the month
following the Reconsideration Period.
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Career Tracks Project Timeline
Pre-Implementation
Dec - May
Round 1 Mapping
June - July
Manager
reviews
mapping and
submits 1st
round change
requests
Final Mapping,
Reports and Reconsideration
Round 2 Mapping
Feb - Mar
Letters
Oct - Dec
Jan 2017
Project
Manager
Team
reviews
reviews
mapping
change
and submits
requests final change
requests
Project
Team
reviews
change
requests
GO LIVE
February 2017
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Resources: Career Tracks Website
http://shr.ucsc.edu/policy/special-projects/career-tracks/index.html
• Directory of Mapping Partners by organizational
unit
• Job function listing and summaries
• Career Tracks job standards and position
description templates
• News and Events
• Employee Town Hall Slide Deck
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Questions
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