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What is Calibration?

Calibration is the process where the UCAP project team, in collaboration with University leadership and managers, will review position mapping at the organizational and functional level to identify mapping trends and outliers.

With your help over the past few months, the University community has worked to define UCAP jobs using consistent definitions of function, family and career levels, rather than using generic titles such as "coordinator" or "manager". A clearly defined architecture, in addition to external market data, will help evaluate equitable pay across the University in positions that perform similar work. The next step in the process will be similar to job mapping, but with a closer evaluation across functions and families.

In the calibration phase, UCAP continues to serve as a comprehensive platform for supporting career growth across the University. As the project continues to move forward, the UCAP team will:

  • Meet with leaders across campus, both at a functional and organizational level, to validate job mapping, and identify or correct any misalignments
  • Review how jobs are distributed within career streams and levels, and across functions and families, in partnership with organizational leadership


Functional & Organizational Calibration

Functional Calibration brings together subject matter experts from a function and family to review jobs with like responsibilities.

Organizational Calibration brings leadership together to review mapping across functions within a college or division to ensure consistent leveling and placement in the appropriate job functions and families.

Both processes are designed to ensure subject matter experts and leadership teams thoughtfully review mapping of positions from a broader perspective to ensure greater consistency in the application of the career architecture.  The ability to create a shared language across the University regarding positions and compensation from the data collected throughout this process, and throughout UCAP, allows for better career advancement and for us all to make informed decisions regarding compensation. 


UCAP would like to thank the University community for continuing to provide feedback, and ensuring that the architecture is both market referenced and reflective of the University of Arizona. 

For definitions of the project components, please visit the glossary of terms here.



Calibration FAQs

What is calibration?

The process where the UCAP team, in collaboration with University leadership and managers, reviews position mapping at the organizational and functional level by analyzing and discussing trends and irregularities. There are two calibration stages. The first will occur once position mapping has been completed. The second will occur once the pay structure has been developed.

Why are positions calibrated?

Calibration promotes consistency in the career architecture across functions and families, which allows the ability to create a shared language across the University regarding the appropriate placement of positions into jobs and related pay grades. Ultimately, calibration provides a compensation system that delivers the tools and processes for all of us to make informed decisions regarding career advancement and associated compensation. 

What if calibration changes the position I was mapped to?

A change in calibration does not reflect on an employee's work performance, nor does it reduce their pay.  

In order to ensure that the career architecture is as consistent as possible, during the calibration process, some employees might have their mapped positions changed.

Calibration is designed to identify misalignment of positions and further the appropriate grouping of positions performing similar duties. At the end of the calibration process, employees will be able to request a review of their placement into the new structure.

Will my job title change as a result of calibration?

You may keep your current title.

UCAP will create a defined architecture of jobs that have unique job codes and job code descriptions.  Each employee in scope will be mapped to one of those jobs and carry the associated job code descriptor as a job title. However, working titles will still be utilized at the position/employee level. Working titles can be used in the UA phone directory, business cards, and signature lines, and will be maintained in the official human resource information system.

Will calibration affect my salary range?

No. Pay will not be reduced as a result of the UCAP project.

No pay reductions will occur. UCAP will establish pay ranges for many jobs that were not previously based on relevant market data, which might include jobs previously included in the classified structure, as well as appointed titles that have never had set pay ranges.