Staff Classification and Compensation Project

In-scope positions include University of Arkansas, Fayetteville full-time, appointed staff and provisional positions employed by May 1, 2024, except athletic coaches and certain executive level positions (i.e., VCs, VPs, Chancellor). Extra help, contingent workers, and work-study positions including part-time positions are excluded. In addition, positions that include at least a 51% Division of Agriculture (UADA) split are out-of-scope. 

The Staff Classification and Compensation Project utilized an iterative, data-driven and highly collaborative campus process. The university partnered with Huron Consulting Group, which has developed similar successful classification and compensation programs with other higher education institutions, to help coordinate the project starting in fall 2022. The project planning team sought feedback from stakeholders across campus and established multiple governance groups to help guide the effort. More than 175 subject matter experts (SMEs) representing various campus units, additional campus and unit leaders, and HR partners collaborated regularly with support from Huron consultants to shape the university’s job classification architecture including job families and subfamilies, career streams and levels, and job profiles. Multiple administrative units contributed time, resources and expertise throughout the process to complete the project, with the goal of providing more consistent staff classification and compensation structures and processes.

At the beginning of the project in fall 2022, university leadership tasked an advisory committee to identify a small core group of initial SMEs. The SMEs were grouped into different categories based on the work they perform at the university. This initial group recommended additional SMEs with expertise in similar roles across campus which evolved into working groups that provided input into developing job families, subfamilies and job profiles for the work performed at the university. More than 175 SMEs collaborated regularly and played a valuable role in providing feedback to shape the job classification architecture.

Please send feedback, questions or suggestions directly to the project team at ccproj@uark.edu.

Changes to an individual’s assigned job duties or responsibilities are not the objective of this project. So, changes to duties or titles are not expected during implementation. Discussions are ongoing that would drive greater consistency in titling across campus in the future.

Work responsibilities for staff positions were reviewed prior to mapping them to job profiles with an 80% match on the job duties being performed. This process included input from unit leaders, and subject matter experts (SMEs) across campus in a collaborative effort with HR Partners and Huron Consulting Group.

Job description: Job descriptions are sometimes referred to as position restrictions in Workday. Different than a job profile, a job description defines a specific job within a team, unit and organization. It contains a detailed description of responsibilities, reporting lines, and knowledge, skills and abilities. Multiple job descriptions can be mapped to one job profile. For example, there may be many Academic Advisors across campus that generally perform the same work, but there may be specific duties performed in Walton College of Business vs. the College of Engineering.

Job profile: Different than a job description, a job profile is a high-level, general definition of a job’s purpose, responsibilities, and qualifications, used to enhance consistency in the way jobs are defined across the university within the job classification architecture. A job profile may contain multiple job descriptions. Job profiles apply to positions throughout the university, in separate departments, that perform similar work.

Career growth and progression may involve moving to a different job family or career stream. The intent of the architecture is to highlight what jobs are available and the knowledge, skills, abilities and competencies that are required so employees can better consider all available options to pursue their career goals at the university.

Job families and subfamilies will be regularly evaluated for relevancy, however frequent changes are not expected. Career streams are not expected to change, but the addition of new levels within the streams may be considered in the future. New job profiles may be added, and existing profiles may be adjusted as required.

Please consult with your supervisor and/or department head.

A career path is a series of jobs an employee may consider as they work toward career goals. Career goals and potential career paths are unique based on individual motivations and aspirations.

The university’s job classification architecture is intended to provide more transparency into what jobs are available and the knowledge, skills, abilities and competencies that are typically required for different jobs so staff can be better prepared and equip themselves with the necessary skills when they are ready to pursue their career journey. This job classification structure is designed to help staff develop a roadmap for considering other opportunities and potential movement within the university. It’s also designed to help supervisors with talent management practices and plan for workforce needs.

The intent of the architecture is to provide employees with increased awareness and visibility into how jobs are categorized and described across campus as well as associated qualifications that may be required for potential career movement.

After receiving a market adjustment provided in the form of a 3% Cost-of-Living Adjustment (COLA) increase to base pay on July 1, 2024, many in-scope staff will receive an additional market adjustment increase to base pay as a result of the Staff Classification and Compensation Project. The project is designed to bring staff compensation to at least the minimum of their position’s assigned market pay range for similar work performed by July 1, 2025.

Not all in-scope staff will receive an additional market adjustment. For instance, if a staff member’s base pay, with time-in-position considered, is already within the assigned market pay range for the work they perform, they would not receive an additional market adjustment (beyond the previous market adjustment provided in the form of a COLA received July 1, 2024).

In addition, staff with a "needs improvement" or "unsatisfactory" performance rating will not receive an additional market adjustment (beyond the previous market adjustment provided in the form of a COLA received July 1, 2024).*

No employee’s pay will decrease as a result of the project – even if the employee’s current base pay is above the market pay range for similar work performed.

*Staff with a "needs improvement" or "unsatisfactory" performance rating from the Spring 2024 evaluation period will not receive an additional market adjustment in phase one but would become eligible for potential market adjustments in phase two if documented performance is improved to at least a satisfactory level during the calendar-year review cycle.

Yes. For in-scope employees who are eligible for an additional market adjustment, an employee’s time in their current position is a factor included in any potential additional market adjustments (beyond the previous market adjustment provided in the form of a COLA received July 1, 2024).

The amount of time (from one month to 30 years) an in-scope staff member has been working in their current position – not their total time of employment at the university – is factored into potential market adjustments beyond the previous market adjustment provided in the form of a COLA received July 1, 2024. Time-in-position is considered both for in-scope employees with base pay below the market pay range minimum and those already within the market pay range at the point of project implementation.

Those with base pay above the market pay range maximum are not eligible for time-in-position consideration. The amount of any potential time-in-position increase is limited to 10% of an employee’s base pay OR to 10% of the market pay range minimum for the work they perform (for employees with base pay currently below the market pay range minimum). Please note that if a staff member’s base pay, with time-in-position considered, is already within the assigned market pay range for the work they perform, they would not receive an additional market adjustment (beyond the previous market adjustment provided in the form of a COLA received July 1, 2024).

For those who are otherwise eligible to receive a market adjustment: Oct. 15, 2024.

Taxes will be withheld on any market adjustments as required by the IRS. Below are common questions about tax implications:

Q: Will the larger Oct. 15 payment be subject to IRS supplemental wages and taxed at a flat 22% federal tax rate? 

A: No. The payment is being computed as regular wages (not as supplemental wages) for the semimonthly pay period.

Q: How can I estimate what the taxes will be on the Oct. 15 payment?

A: Once you know the payment amount, you may utilize the “Model My Pay” feature in Workday to add the earning amount and review the tax deductions.  Model My Pay also allows hypothetical changes to the tax elections.

Q: How do I adjust tax elections if necessary?

A: You can use the “Update Withholding Elections” feature in Workday.

Per Notice 1392, Supplemental Form W-4 Instructions for Nonresident Aliens, nonresidents must follow special instructions when completing Form W-4, Employee's Withholding Certificate. If you are a foreign national, please contact Andrea Crawford at nratax@uark.edu for assistance. 

Q: Will the Oct. 15 payment be subject to mandatory and voluntary retirement contributions?

A. Yes. The payment is subject to retirement contributions.

Salaries for some positions may fall within a higher benefits salary threshold, which could potentially increase the amount of an employee's contributions depending on their benefits elections.

In Workday, you can view your phase one market adjustment – including the total amount accumulated effective July 1, 2024, until Oct. 1, 2024 - in the Oct. 15, 2024, payslip.  The adjustment representing the portion of a staff member’s appointment period before October 1 will be noted under the “Earnings” table and shown as Holiday PTO, Annual Leave PTO, Sick PTO or Regular Salary with dates prior to Oct. 1, 2024. See the below example for more guidance on where you can find this information. You can also view all previous changes to your pay under "Compensation" and "Pay Change History" on your profile in Workday. Learn more about how to read your payslip and retroactive pay from financial affairs.

No. Parking fees are updated based on an employee's salary at the time of the purchase, so market adjustments should not change the amount of a parking pass payment until the employee renews for FY26.

Any potential future Cost-of-Living-Adjustment (COLA) recommendations wouldn’t be contemplated until 2025, and would require both adequate financial resources and approval from the UA System Board of Trustees. Please note: If a potential COLA were to be approved effective July 1, 2025, additional market adjustments for Phase 2 might vary.