Job Matrices

Job Matrices were developed to benefit St. Thomas employees, managers, and the Human Resources Department with staffing, compensation and the employee development processes.  Job matrices help us:

  • Define requirements when we recruit candidates for openings.
  • Define the progression of jobs in an employee’s career and development path.
  • Determine the appropriate pay grade and compensation levels during job evaluation.
  • Define the expected standards for employee performance.
  • Match our jobs to similar ones in our market surveys in order to insure the right pay levels.

A job matrix is a tool that charts a progression of job levels within a job family.  The matrix lists job levels and the corresponding job requirements, including duties and necessary skills, experience, and education required.

Table of Contents:

Frequently Asked Questions

What is a job matrix?

In short, it’s a tool that charts a progression of job levels within a job family.  Examples of job families with various job levels are program manager, administrative assistant and accountant.  The matrix lists job levels and the corresponding job requirements, usually in terms of necessary experience, skill, experience, education, duties, etc.

What is the purpose of a job matrix?

Job matrices benefit St. Thomas employees, managers and the Human Resources Department with our staffing, compensation, and employee development processes.  Job matrices help us:

  • Define requirements when we recruit candidates for openings.
  • Define the progression of jobs in an employee’s career and development path.
  • Determine the appropriate pay grade and compensation levels during job evaluation.
  • Define the expected standards for employee performance.
  • Match our jobs to similar ones in our market surveys in order to insure the right pay levels.

Who was involved in the development of the job matrices?

Job matrix teams were created consisting of four to six current employees performing the job, as well as assigned supervisors, managers, the HR Partner, and the Compensation Department.  These experts were identified and selected with the help of the HR Partner and department managers.  Considerations for selecting job functional experts:

  • Experience in as many levels of the job family as possible.
  • Representation from different departments and divisions across the University.

Does this system have any affect on salary increases?

Departments may apply this tool in developing new positions and in reviewing their current structures.  The intent of the job matrix is to:

1) streamline processes,
2) provide the tools for department managers to accurately identify appropriate grades/levels for the described work, and,
3) determine appropriate salary as defined by the grade.

None of the descriptions match my job?

The job matrix is not meant to capture the unique details or titles of each position, but rather to describe the core attributes.  Job matrices are intended to provide a guideline/ tool.  The job matrices identify, in a table format, the core attributes generically for various job factors including duties, scope, education/experience, and skills.  This tool will be helpful to managers for use in identifying an appropriate job level for a particular position.  In addition, an employee can identify the level of competence required to progress from one level to the next.

Who makes the final decision regarding the job level and grade approved for my position?

The compensation staff in the Human Resources department analyzes all classification review requests, conferring with the HR Partner, the appropriate supervisor and/or the employee throughout the process.  A recommendation is made to the department with final approval being with the VP of the division.