As the CPM project nears implementation, this video provides a timeline of what to expect between spring 2023 and January 2024.
To ensure the timely implementation of the CPM project by January 2024, several key milestones are also laid out below.
Spring 2023: Job Validation Alignment
- The project team actively works through the preliminary alignment of jobs within the new job structure to ensure accurate application of career streams, pay ranges, titling, leveling, and job families across like jobs.
Summer 2023: Calibration
- In partnership with subject matter experts who are leaders across the organization, preliminary job alignment outcomes are calibrated to ensure jobs across the institution have been correctly aligned to the new job structure based on the work being done in each job.
September 2023: Pay Ranges on Job Postings
- Transparency of pay ranges is a critical element of CPM, which is scheduled for a full roll-out in January of 2024. In light of a recent New York State legislation change requiring pay ranges on job postings by September 17, 2023, the University will publish pay ranges on job postings in September, in advance of the completion and implementation of CPM.
Fall 2023: Department Level Review
- Departments will become involved in the final two review steps this fall before the new structure and job alignments are rolled out formally in January. Every supervisor will have the ability to review the information for their direct reports.
January 2024: CPM Rollout
- In January, staff will learn how their job will fit into the new structure. With the implementation of CPM, staff across the University will have ready access to job-specific alignment information. This will include elements like career streams and levels, job families, and pay ranges. A job library, including pay ranges, will be published to provide visibility to jobs across the University. This information will support career planning and professional development.
Spring 2024: Appeals Process and Establishment of the Compensation Governance Committee
- The appeals process has four steps: Informal Resolution, Department Review, Compensation Review, and Job Profile Appeals Committee Review. Each step involves a review of whether the assigned job profile best reflects the staff member’s job responsibilities.
- The Compensation Governance Committee (CGC) will consist of senior leaders and is responsible for oversight of the University’s Compensation Philosophy and Program, including developing and updating all program components, as well as partnering with HR to review and evaluate the program’s administration.
March 2024: Job Catalog Phase II Launches
- The job catalog will be expanded to include each job’s general purpose (job summary) and required knowledge and experience.
Fall 2024: Job Catalog Phase III Launches
- In the final phase of the launch of the job catalog, an update featuring each job’s essential duties will be available.
