Career Family Classification System
The Career Family Classification System (CFCS) is a market referenced system consisting of elements that links current university positions to relevant market data. The CFCS elements include Career Family, Career Band, Job Role, and Market Title. These elements provide an environment in which related jobs are viewed in common career groupings.
Using the Career Path Navigator for Career Exploration
Career Family and Bands
A career family is a broad meaningful grouping of jobs commonly clustered within a career emphasis. Content of defined work within a job is the key criteria in determining relationship to this familial structure. The career families are listed as heading below.
A career band is a sub-set of jobs commonly found in the market with a recognized specialty, grouped within the larger context of a career family. Career bands are listed below the career family heading.
Academic and Student Services
- Academic and Student Services Administration
- Academic Programs
- Athletic Programs
- Career Planning and Placement
- Financial Aid
- Recruitment and Admissions
- Registration and Records
- Student Programs and Services
Communications and Marketing
- Arts and Publications
- Marketing and Sales
Development and Institutional Advancement
- Alumni Services
- Development/Institutional Advancement Administration
- External Relations
Engineering and Architecture
- Capital Planning
Environmental Safety and Security
- Environmental Safety
- Custodial Services
- Facilities Management and Services
- Grounds and Waste Management
- Plant Operations
- Billing and Collection
- Financial Administration
- Financial Analysis
- Financial Operations and Accounting
- Health Plan Administration
- Member Services
Healthcare Administration and Support
- Community and Health Education
- Health Information Management
- Healthcare Administration
- Healthcare Administration and Support
- Insurance and Risk Management
- Managed Care Operations
- Nursing Administration
- Events Planning and Management
- Food Service
- Affirmative Action and EEO
- Employee and Labor Relations
- Human Resources Administration
- Organizational Development
- Recruitment and Employment
- Applications Development
- Business Systems Analysis and Support
- Information Technology Administration
- Network Administration and Engineering
- Project Management
- Systems Administration
- Systems Security
- Systems Support
- Continuing Education
- Media and Classroom Services
- Pre-K through 12 Education
Legal and Government Relations
- Government Relations
- Legal Services
Libraries and Museums
- Information Resources
Patient Care Services
Patient Care Services
- Logistics and Inventory Control
- Purchasing Administration
- Animal Care
- Research Administration
- Research Support
- Technology Transfer
- Artistic Administration
- Arts Production
- Arts Education and Outreach
- Performance Hall Operations
Job Role Definitions
Job roles categorize classifications using criteria relating to the primary purpose of a job and the relationship jobs have to one another. Job roles are Professional, Managerial and Executive.
Professional job role categorizes U-M market job titles spanning the provision of
operational support and services requiring training gained through on-the-job experience, vocational training, or job-related college courses such as those found in an Associate’s Degree to professional services by applying individual expertise requiring an understanding and ability to apply theoretical and/or scientific principles in carrying out projects and completing work.
Work can be of a specialist nature, applying deep knowledge of the principles, concepts and methods of a professional or technical field a generalist who applies broader knowledge of the principles and concepts of a number of related professional fields.
Managerial job role categorizes U-M market Job Titles responsible for providing leadership and professional expertise or services through leveraging the knowledge and skills of others.
Job scope can range from oversight for daily operations of a small unit to recommending the strategic direction and providing leadership in the operations of a large department to contributing to the overall strategy, direction and vision for several functional areas.
Responsibilities include demonstrating measurable impacts on operational effectiveness, attainment of school, college, department, research, health system and/or business unit goals and objectives, and activities related to hiring, promotion, salary changes, performance coaching, training, application of policies, policies, disciplinary actions, etc.
Executive job role categorizes U-M market job titles responsible for conferring with senior and executive officers in the identification of strategic goals; leading the development of an organization’s long-term needs, strategy and direction; steering an organization with strategic visioning and definition; leveraging the knowledge and skills of leadership; determining and assigning responsibilities for attaining objectives; evaluating leadership performance and contributions; planning, developing, and establishing policies; reviewing activity reports and financial statements to determine progress and status in attaining objectives and revising in accordance with current conditions.
Definition of Terms
Elements of the Classification Framework
- Classification System
- A framework organizations use to arrange jobs into groups based on similarities of purpose, required skills, duties performed, accountability, work environment and other common factors.
- Career Family
- A broad meaningful grouping of jobs commonly clustered within a career emphasis. Content of defined work within a job is key criteria in determining relationship to this familial structure.
- Career Band
- A sub-set of jobs commonly found in the market with a recognized discipline specialty and grouped within the larger context of a career family
- Job Role
- A broad category corresponding to the primary purpose of a job and its relationship to other jobs. All jobs in a given Job Role share a common set of expectations for key behaviors that support good stewardship of the organization's resources. There will be three job roles: professional, managerial, and executive leadership. In the new structure, the professional job role will include the staff in our current P/A, office, technical, and allied health job families.
- Organizational Competencies
- Skills, knowledge, abilities, and behaviors that support effective stewardship of the University of Michigan’s mission, vision, values, and resources.
- Market Reference Job Title
- Job title, content and associated market compensation related to classifications in the external employment market.
- Working Title
- A customized, descriptive title that provides greater understanding of the individual employee’s responsibilities and scope within the assigned market job title organized within an assigned career family, career band, and job role. Often working title is based on current industry/profession standards.
Other Related Terms
- The area from which applicants are to be recruited. The combination of Career Family, Career Band, and Job Role and market reference job title provides a link to labor market.
- Market-Reference Point
- Compensation philosophy in which an organization chooses to benchmark to a percentile of the market in order to compensate classifications within the organization.
- Job Title
- Label used to describe a set of specific activities, responsibilities, duties and tasks.
- Benchmark Job
- A representative University of Michigan job used for pay comparisons that is commonly found in external organizations, e.g., Accountant. Also describes a job that is similar or comparable in content across businesses in an organization.
- Career Development
- An ongoing and formalized effort that focuses on developing enriched and more capable workers.
- Career Path
- Possible directions and career opportunities available in an organization; presenting the steps in a possible career and plausible approaches to accomplishing them; lines of advancement in an occupational field within an organization.
- Organizational Competencies
- Integrated knowledge sets within an organization that distinguishes it from its competitors and deliver value to customers.
- Job Analysis
- The systematic process of collecting information used to make decisions about jobs. Job analysis identifies the tasks, duties, and responsibilities of a particular job.
- Position Description
- A written document that identifies, describes, and defines a job in terms of its duties, responsibilities, working conditions, and specifications.
- Job Design
- The process of organizing work into the tasks required to perform a specific job.
- Job Evaluation
- Systematic process of determining the relative worth of jobs in order to establish which jobs should be paid more than others within an organization.
- Job Slotting
- Review and evaluation of a job, its duties and its tasks against other similar/like positions already in place in an organization in an effort to appropriately position the job in the proper Career Family, Career Band, Job Role, and market referenced job title.
- Wage and Salary Survey
- Survey of wages paid to employees of other employers in the surveying organization’s relevant labor market.
- Individual Equity
- The perceived fairness of individual pay decisions.
- Process of measuring one’s own services and practices against recognized leaders in order to identify areas for improvement.
- Comparable Worth
- A pay concept or policy that calls for comparable pay for jobs that require comparable skills, effort and responsibility and have comparable working conditions, even if the job content is different.
- Transferring responsibility and decision-making authority from a central office to people and locations closer to the situation that demands attention.
- Internal Equity
- The perceived fairness of the pay structure within a unit.