Several factors contribute to offering fair and competitive pay, and we are diligently working to improve our processes, classifications and pay structures. This page is dedicated to informing you of current initiatives and next steps, and we invite your feedback about our progress and the changes we are making.

Project Overview


Phase 1 – Staff Position Descriptions (Complete)

Effective July 3, 2017, a new position description form was introduced—making it easier and more effective to create and update staff position descriptions.

The form captures the various components of a specific position and is a critical component of evaluating performance. It replaces the position description questionnaire (PDQ) and should be used by supervisors who are reorganizing departments, creating new positions, filling vacant positions or submitting positions for evaluation and reclassification. Accurate and up-to-date position descriptions also are important for evaluating performance and making decisions about pay.

Online course: How to Write an Effective Position Description

Phase 2 – Job Families (June 2017 – Summer 2018)

Once positions are accurately described, it’s important to group them by similar types of work and required training, skills, knowledge and expertise.

A statewide human resources team was appointed in June 2017 to review and update job families—classifications grouped by similar types of work and required training, skills, knowledge and expertise. Focus group discussions were conducted at each campus and institute to gain a better understanding of the roles and levels within each job family. The focus groups provided essential feedback to ensure the new and revised roles within each family are an accurate description of work. Position descriptions for regular staff also were used to validate the new job family descriptions.

Job Families Group 1: Administrative Services, Financial Services, Human Resources, Laboratory, Medical and Research
To date, 18 job family documents have been drafted, and we invite your review and feedback on these drafts by visiting the dedicated compensation project website linked below. All feedback should be submitted by Jan. 31.

Review Drafts and Submit Feedback

Job Families Group 2: Communications and Marketing, Crafts and Facilities, UT Institute of Agriculture Extension, Information Technology, Library and Museum and Student Services

Work on job family group 2 will begin in January. Drafts of these families should be able for review and feedback by mid-March.

Human resources offices at each campus and institute have requested updated position descriptions and provided an electronic version of “How to Write an Effective Position Description” training to assist in writing the position descriptions. The online training is available here.

Job Family Group 3: Athletics, Compliance, Development, UT Institute for Public Service, Law and Safety, Procurement and All Others

Work on job family group 3 will begin in March.

Phase 3 – Market-Based Pay Ranges and Benchmarking (Summer 2018)

We will soon be conducting a system-wide market assessment to evaluate and identify gaps in pay and benefits based on the updated position descriptions and revised job families. The last system-wide study was conducted in 2011 with additional studies undertaken by each campus and institute in the last six years.

Statewide Work Team

Julie Hunt
Executive Director, Compensation
UT System

Tarah Keeler
Compensation Manager
UT Knoxville

Kirsten Schroeder
Compensation Specialist
UT Knoxville

Jennifer Daniels
Management Specialist
UT Institute of Agriculture

Pam Ledford
UT Space Institute

Laure Pou
Executive Director
UT Chattanooga

Tina Adams
Compensation Specialist
UT Martin

Demetriss Gilliam
Compensation Specialist
UT Health Sciences Center

Archived Announcements

June 28, 2016: New Position Description Form Available for Staff Employees