No person will be assigned to any position until it has been properly allocated to a job family and zone.
If a filled position is reallocated to another job family/zone, the
incumbent will not be automatically qualified to continue filling the
position unless he or she possesses the minimum qualifications
necessary to perform the work satisfactorily. The incumbent of a
position reallocated to another family zone who is not qualified to
remain in the position will be reassigned if warranted, or will be
separated from the University.
Job families are composed of jobs related through common
vocations/professions. Jobs in a job family are similar in that they
have a continuum of knowledge, skills and abilities from the lowest to
the highest level job, related key behaviors and similar market
characteristics. NU Values has fifteen job families (PDF).
Bands: Each job family has its own broad salary structure (PDF).
This band reflects the unique nature of each job family and has its own
pay characteristics. The Central Administration Human Resources
Department, in conjunction with the campus Human Resources Departments,
will utilize labor market wage and salary surveys to determine the pay
range for each band.
Zones: Zones are established within each band to
reflect groupings of positions based on major differences in scope,
responsibilities, qualifications and competencies. The zones are
labeled Assistant, Associate, Specialist and Senior. Job families with
only three zones do not have a Specialist zone.
Job Analysis: Job analysis places a relative value on
the differing factors that distinguish one job from another: Nature and
Complexity of work, Problem solving and Decision-making, Know-how,
Interaction and Supervision received and/or exercised.
There are generally two situations that require analysis, either a
new position is needed or an existing position has changed. All new and
existing positions will be assigned to a job family and zone using the
job analysis process. This process is designed to slot positions into
families and zones based upon assigned duties, qualifications and
For the purposes of setting pay, job analysis identifies the
relative value of positions that are not specifically surveyed in the
labor market to those whose values are known. The University of
Nebraska’s job analysis process is based on the following objectives:
- A simplified system that organizational units will use to determine
appropriate job family, zone and working job title for a position.
- A flexible process that enables organizational units to quickly or efficiently design positions to meet their needs.
- A set of easy-to-understand-and-apply steps that organizational unit leaders will use to develop employees.