Timeline

The below timeline is an estimation and may be subject to change. Stay up to date with project updates via UofL Today and other campus communications. 

October 2023 – January 2024

  • Segal presents proposed pay guidelines to Staff and Faculty W3 Advisory Committee.
  • Workday to reflect new system classification titles.

July 2023 – September 2023

  • Workday Staff compensation configuration begins.
  • Distribute all-campus communication.
  • Distribute new Staff job classification letters, including pay adjustments, if applicable.
  • HRtalks for managers and all employees hosted by Human Resources.
  • Human Resources receives new requests for additional review of job classifications and job descriptions. Human Resources reviews requests and meets with VPs/Deans/Vice Provosts and department representatives to discuss requested changes and finalize job classifications.
  • New Staff job classification supervisor training hosted by Employee Success Center.

February 2023 – June 2023

  • Staff market assessment and pay equity study begins.
  • Staff and Faculty W3 Advisory Committee update.
  • Faculty and Staff Senate updates.
  • Final Staff job classification validation with VPs/Deans/Vice Provosts and designated department representatives.
  • Faculty and Staff Senate updates.
  • Staff and Faculty W3 Advisory Committee update.
  • Staff market assessment and pay equity study complete.

November 2022 – January 2023

  • Starting wage and employees with wages below $15 per hour increased to $15 per hour.
  • Staff and Faculty W3 Advisory Committee update.
  • Steering Committee update.

July 2022 – October 2022

  • Human Resources meets with department representatives to review each area’s proposed job architecture including job titles, job family, job subgroup and job level for all incumbents in their respective areas and gathers feedback.
  • Segal and Human Resources reviews and makes modifications based on department feedback, as appropriate.
  • Staff job classification validation meetings with VPs/Deans and designated department representatives to review classification process, present the incumbent classification recommendations and gather feedback.
  • President Campus update.
  • President’s Cabinet and Council of Academic Officers (CAO) update.

January 2022 – June 2022

  • Campus updates via UofL Today.
  • Distribute employee pulse survey. 
  • Share employee pulse survey results summary with campus.
  • Human Resources reviews Segal’s proposed job architecture and meets with departments to clarify questions regarding specific jobs.
  • Faculty and Staff Senate updates.
  • Segal presents proposed Total Compensation Philosophy and Peer Group to Staff and Faculty W3 Advisory Committee and Steering Committee for review and feedback.
  • Approval of proposed Total Compensation Philosophy and Peer Group by Steering Committee.

April 2021 – December 2021

  • Finalize Segal contract.
  • Segal holds stakeholder interviews.
  • Segal reviews each job description and associated organizational charts.
  • Segal completes initial Staff classification by grouping jobs into new job families and sub-families; and mapped each job into job groups and job levels. 
  • Segal presents UofL with initial proposal of new job architecture.

Prior to Project Launch