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Frequently Asked Questions

General Questions

What is the UCAP Project?

UCAP represents a complete re-design of the current job and compensation system for classified staff and appointed professionals.

Why is the University conducting UCAP?

Several important goals are guiding our efforts. One is to create a clear job structure, or “architecture,” that will help employees envision their possible paths to career advancement. Another is to benchmark UA salaries against those at our peer universities or other organizations with which we compete for talent. Additionally, we will implement an annualized practice to re-benchmark jobs, assess market movement and adjust salary ranges when necessary to ensure our compensation programs remain current.

What is the expected project timeline?

The project is expected to take approximately 24 months.  Our anticipated implementation is July 1, 2019.

Where can I learn more about the terminology being used in the project?

A full glossary of terms is available on the Project website.

Where can I submit questions or provide feedback regarding the project?

Employees can provide feedback directly via the project website or through the dedicated project email address, HR-UCAP@email.arizona.edu. As engagement strategies roll out, plenty of opportunities to ask questions and provide feedback will be available. Additionally, employees can direct their questions to Advisory Council members, Project Team members, shared governance members, and/or their organizational consultants.

How will my current job classification or category be impacted?

Career Architecture

Are functions and job families consistent across units? Does that suggest that a person in my unit could qualify for a job with a similar job function/job-family across campus?

Job functions and families are consistent across the University and are determined by the primary function of the job.  For example, a job that has a primary duty of Communications & Marketing will be mapped to the Communications & Marketing job function, not to a job family specific to the employee’s unit.

How will my job be mapped to the new career architecture?

Position mapping to the new career framework will include using current titles, supervisor feedback and in some cases reviewing job duties and minimum qualifications according to current position descriptions or job postings.  Effort will be taken to map positions with similar minimum education and experience requirements, as well as job level.

Will my job title change?

The UCAP Project will involve creating a defined architectures of jobs that will each include a job code and job code descriptor.  Each employee in scope of the project will be mapped to a job within the new architecture and will have an associated job code.  Working titles will still be able to be utilized at the unique position/employee level.

If my job changes, will I experience a promotion, or a demotion? Will I need to wait a certain length of time before my job can change again?

Even if the new job has different minimum qualifications or a modified title description, job changes as part of the implementation are not considered promotions or demotions or even reclassifications.  Positions are being mapped to an entirely different career architecture, therefore, changes are part of project implementation.  Following implementation, positions can be reclassified at any time as appropriate, if duties have changed significantly enough to reflect a different title.

I have two employees who have similar jobs but one takes on much more responsibility than the other and has more years of service. Both are good employees. Why are they at the same level?

Positions are mapped to the structure based on the job itself, which includes the impact, scope and responsibility of the job as well as typical minimum requirements.  This job mapping is not a reflection of individual employee performance.

Pay & Benefits

Will my rate of pay change?

Most employee salaries will not change. However, UCAP includes pay grades for many jobs that have never been analyzed in this way. It incorporates jobs previously included in the classified structure as well as many appointed titles that have never had set pay grades. There will not be any pay decreases as a result of implementing the new pay ranges, even if an employee’s pay is above the maximum of the job’s pay grade.

Will any of these title changes affect my sick leave, vacation leave, or benefits?

What about employees who have a salary above pay grade maximum?

Employees who have a base salary above the pay grade maximum, will not be eligible for a base salary increase until the pay structure is adjusted to encompass the salary in the range or until they receive a promotion to a job in a higher pay grade.