Career Lattice A representation of the series of moves or positions that create an employee’s career path. This series can include vertical, lateral, or diagonal movement within the job framework.

Compensation Philosophy A written statement that lays out an organization’s guiding principles for its compensation program.

Compensation Surveys Collections of data on prevailing market rates and trends. Surveys report data by industry, field of work, financial scope or size, geography, etc. Surveys are conducted by third-party professional organizations that ensure compliance with safe harbor guidelines regarding the exchange of salary data to avoid antitrust violations.

Complexity of Work The duties, the degree of autonomy, and the scope of responsibilities. The assessment of the level of complexity is based on the work and not on the incumbent.

Job Framework The overall organization of jobs for administering compensation and managing career progression. Components include career paths and levels within job families and sub-families.

Job Family and Sub-Family A set of jobs that perform broadly similar work. A sub-family is a specialized set of jobs within a larger job family.

Job Responsibilities A series of statements indicating what the major work responsibilities are and why they are performed. The responsibility statements support the job summary and form the basis for development of specific objectives or performance standards.

Job Summary A clear, concise statement explaining the major functions of the position. The job summary describes the overall end-result of the work that the job produces and why it exists.

Level of Knowledge, Experience and Abilities The knowledge, education, skills, experience or abilities required for a job.

Market or Market Data This is a term used to indicate the other higher education institutions and private industries to which UW job titles, standard job descriptions, pay, and benefits can be compared. The pay rate data for these market comparisons is collected through compensation surveys.

Organizational Impact The quantitative and qualitative impacts or changes of the work performed to the department, division, college or institution.

Pay Range A pay range is the (market-informed) salary range for a job that is comprised of a minimum, midpoint, and maximum.

Standard Job Description A representation of work that is core to the job, commonly done in the role, and regularly needed within the institution. The majority of the work done by an employee will be described via their standard job description.

Standard Job Title (Market Title) A title that clearly describes the work that is done in a standard job description and is commonly found in the Market.