Learn about the Job Catalog's expansion and find additional resources added to MyPath for staff to start exploring career paths.
As the CPM project nears completion, discover what changes to anticipate on January 31, 2024 when the new job and pay structures take effect.
Q&A on key Office of Human Resources initiatives under a central tenet of Boundless Possibility, the University’s new strategic plan.
CPM Project Update July 2023
The Career Path Modernization Project will officially roll out in approximately six months. Resources will continue to be added to the CPM website to prepare managers and staff to understand our job structure.
As we look forward to the work ahead, we invite you to join us for the upcoming Community Forums to learn more about what to expect as the project enters its final phases.
The Career Path Modernization (CPM) project has made significant progress and will advance toward implementation in January 2024.
Understanding CPM
Reorganizing our job structure is a complex project that will have widespread effects on the organization. It will change the way we work, the processes we follow and the foundation for how we approach other projects at the University.
- the development, organization and implementation of a job structure and corresponding job profiles that accurately reflects the work being done at UR.
- the creation of a structure for how employees may progress in their careers consistent with organizational needs.
- a project that will give employees visibility into different career paths and empower their own professional development.
- the establishment of levels and requirements for career progression that will guide growth opportunities.
- the assignment of jobs to the appropriate level in our new job structure.
- a method for organizing positions for classification clarity and transparency.
- the creation of a compensation system in which pay is assessed relative to the market.
- a project that will provide consistency, fairness and increased transparency to compensation decisions.
- the identification of instances where pay is not competitive or internally aligned so that leadership is able to plan and fund over time.
- an effort to change the responsibilities of employees.
- intended to reorganize departments or units.
- the same as training or individual career development planning.
- a budget savings initiative.
- an automatic raise for all employees.
- a guarantee of promotion based only upon meeting the qualifications for the next level in a career path and without consideration for the University’s strategic planning needs.
Project Committees
See a full list of the CPM project committees, and a list of all committee members. You can share your feedback with the Project Team through our online feedback form, or by emailing CPM@rochester.edu.
- Lance Drummond; Board of Trustees HR Committee Chair
- Sarah Mangelsdorf; President, G. Robert Witmer Jr. University Professor
- Dr. Mark Taubman; Sr. Vice President for Health Sciences, CEO of URMC, Dean School of Medicine and Dentistry
Purpose: To provide leadership and support for the project
Members:
- Adam Anolik; Sr. Vice President, CFO of URMC
- Christopher Butler; Chief Audit Executive
- Stephen Dewhurst; Interim Vice President for Research and Chief Research Officer
- Sasha Eloi-Evans; Deputy Chief Diversity Officer
- James Forrester; Associate Vice President Information Technology
- Kathy Gallucci; Senior Vice President of HR, Chief Human Resources Officer
- Erin Martin Kane; Interim Vice President for Communications
- Elizabeth Milavec; Executive Vice President for Administration and Finance and Chief Financial Officer
- Julie Myers; Vice President of Information Technology and Chief Information Officer
- Kathy Parrinello; Executive Vice President and Chief Operating Officer, Strong Memorial Hospital
- Donna Gooden Payne; Vice President, General Counsel
- Joseph Testani; Deputy to the President
Purpose: To provide expertise regarding divisional needs, department resources, and position specific functions
Members and the organization they represent:
- Brenna Rybak; Biology
- Molly Jacob; College Enrollment
- Jessica Foster; Dean’s Office: Arts, Sciences & Engineering
- Joseph Testani; President’s Office: College
- George Vanderzwaag; Dean’s Office: College
- Timothy Woodward; Dean’s Office: College
- Holly Barone; Eastman Institute Oral Health
- Elaine Tennity; Eastman School of Music
- Michael Liberty; Environmental Health & Safety
- Cathleen Dierna; Facilities
- Courtney Jones; Faculty Senate
- Caroline Burnicki; Finance
- Kris Condello; Genesee Staff Council
- Steven Stagnitto; Lab for Laser Energetics
- Michelle Venezia; Medical Center Info Systems
- Patricia Giordano; Memorial Art Gallery
- Eric Loomis; Office of Advancement
- Alina Nadir; Office of Counsel
- Janice Holland; Office of Equity and Inclusion
- Maggie Graham; Provost’s Office
- Gunta Liders; Provost’s Office
- Dana Perrin; Public Safety
- Debra Flotteron; Purchasing
- Randy Cook; River Campus Libraries
- Renu Singh; School of Nursing
- Jim Newton; Simon Business School
- Amy McDonald; University Communications
- Kathryn Crowley; University IT
- Karen Keady; URMC Administration & Finance
- Elizabeth Lattimore; URMC Administration & Finance
- Gerard Mikols; URMC Administration & Finance
- Kelly Luther; URMC Administration & Finance
- Germaine Reinhardt; URMC Administration & Finance
- Aileen Shinaman; URMC Administration & Finance
- Victoria Godwin Hines; URMFG Administration
- Nisha Johar; Warner School of Education
- Simmone Washington; URMC Administration & Finance
Purpose: To facilitate transition from current to future state, carryout project deliverables, coordinate with other committees and provide updates to the University community as project progresses
Members:
- Samantha Burkett; Manager HR Communications
- Wendy Carney; Sr. HR Compensation Analyst
- Christine Colaluca; HRMS Business Analyst
- Kim Earnhart; Sr. HR Compensation Analyst
- Jane Knickerbocker; Director HR Communications
- Doris Ludek; Associate Director Enterprise Business Solutions, HRMS
- Christine Ludwig; Human Resources Business Partner
- Charmaine Pionilla; Human Resources Business Partner
- Dan Salamone; Senior Director University Compensation
- David Schwartz; Senior Instructional Designer, Learning & Development
- Kim Sedlak; Sr. HR Compensation Analyst
- Jeni Sharp; Sr. HR Compensation Analyst
- Dawn Smith; Associate Director URMC & Affiliate Compensation
- Rhonda Smith; Sr. Human Resources Business Partner
- Leah Stormo-Soles; Project Manager for Human Resources
- Estella Stubbs; Senior HR Business Partner
- Thuy Tran; Senior HR Business Partner
- Clare Velepec; Associate Director Compensation
Have questions?
We’re here to help
Your HR Business Partner is a great resource for questions related to CPM. You can also share your feedback or contact the project team at CPM@rochester.edu.