Job Evaluation and Classification

In assigning an appropriate level to the various administrative roles at the University, Compensation evaluates each position to determine its worth relative to the market and other positions in the organization. There are several factors that influence the level of each position, including competencies, decision-making skills, and level of impact required. The evaluation procedure is standardized to maintain consistency throughout the University.

To ensure consistency throughout the University and to maintain its competitive position with peer employers, Compensation evaluates positions and determines an appropriate level and pay range. Evaluations are conducted in consultation with Human Resources Officers (HROs) and/or department managers and are based on completed Position Descriptions (PD) submitted by HROs to Compensation.

All administrative and professional staff positions are assigned to bands through the Position Evaluation Process. Position evaluation is the process we use to determine the relative ranking of jobs within New York University. Consideration is also given to enterprise-wide equity when a position is classified within the University's system. The process also gives us an opportunity to effectively help employees identify skill and competency gaps that must be closed before taking on a new role in the same or higher band level.

Our position evaluation process is designed to be applicable to all schools and units, while recognizing there may be school or unit specific driven needs. Our process ensures Compensation is involved early on and that we apply a consistent approach at all band levels. All our processes hinge on the effective counsel, guidance, and support of Compensation, Human Resource Officers and Managers.

The objectives of our position evaluation process are to:

  • Support our core values.
  • Establish an appropriate band level for each job.
  • Provide an objective measurement of position size for comparison with other positions.
  • Ensure fair and equitable compensation decisions across schools and units on a University-wide basis, as appropriate.
  • Support organizational changes and career path design.
  • Clearly articulate required competencies that contribute to professional development.
  • Maintain fiscal responsibility when we add and re-validate positions at all levels.
  • Fulfill legal requirement of periodic review of positions.

  1. Dates of official enactment and amendments: Not Available
  2. History: N/A
  3. Cross References: N/A