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View2022

We're here to help you understand how our new compensation program works and how it affects you. Get your questions answered here.

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Modernizing the University of Mississippi's classification and compensation program

View2022 is our path to creating a fair, equitable and transparent system that supports employee growth, attracts and retains top talent and aligns with the university's mission to be a model employer.

Our team has taken a data-driven approach to compensation. By analyzing market data from nearly 60 universities, the private sector and competitive geographic areas, View2022 works to ensure salaries are competitive and reflect the true value of work performed. 

"View2022 is a significant step forward in our efforts to create a more consistent, transparent and competitive environment for all employees." - Glenn F. Boyce, University of Mississippi, Chancellor

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What will implementation look like?

  • Phase I: October 2024

    We will implement market-based salary adjustments for approximately 600 employees. These adjustments will ensure your pay is aligned with current market rates and fits within our new compensation structure. There will be no pay cuts. Over $3.5 million in central funds is allocated for this phase.

    Learn about the new job framework.

  • Phase II: October 2024 to January 2025

    This phase provides flexibility for adjusting salaries to ensure they remain competitive with market rates for employees who were identified for progression within their pay grade based on experience, skills, relevant education, certifications, etc. This phase will allow for more personalized adjustments. This phase involves shared funding between your department and central resources. Human Resources will work directly with units to submit proposals for this phase.

    Learn more about market rate and other compensation terms.

We're here to answer your questions

We understand that program changes can sometimes bring questions. We've compiled this resource to provide clear and concise information about View2022, its goals and how it will impact you.

We suggest starting with these web pages. If you don't find the information you want here, please reach out to your direct supervisor. If needed, the next people to connect with, in this order, are your HR Partner or HR Service Coordinators, then the Compensation team.

You will be notified of your classification through two channels: MyOleMiss and through your supervisor. Please connect with your supervisor first for questions on your classification.

The appeals process for your job profile starts with your supervisor. If more guidance is needed, HR business partners/employee relations representatives can be consulted

View2022 aims to streamline job descriptions for classified, professional, and administrative (staff) positions at the University. Currently, we have over 1,200 active job descriptions for these roles.

Outside of Scope

  • EEO1 Executives
  • Faculty
  • Researchers
  • Coaches
  • Librarians with academic rank

 

Within Scope

  • Non-exempt, hourly staff members
  • Exempt, salaried staff members (not listed as unclassified above)

Absolutely! This new structure was shaped by the collective input of leadership and staff members at all levels.

The level of work within a career track is determined by its relative complexity, scope of work, leadership responsibilities, etc.

After creating new View 2022 profiles that accurately reflect the work our staff performs, we relied on individual unit leadership to help us map employees to these profiles. This collaborative approach ensured that employees were placed in the appropriate career track and level based on their specific responsibilities and contributions.

An employee’s View 2022 profile should describe their core work, the functional focus of their work. This profile serves as a starting point for analyzing compensation and ensuring that employees are appropriately placed within the new structure.

We have based your View2022 profile on the primary focus of your work. If your responsibilities are evenly split between multiple roles, we have prioritized the more complex role for the purposes of determining your profile and compensation. In either case, we've recognized and rewarded your additional workload with a wider range of potential salary increases.

Advancement within your pay grade is determined by a combination of factors, including your consistent contributions to assigned tasks, tenure, experience, training, and unit structure. As you demonstrate increasing levels of performance, your department may have the opportunity to reward you with a promotion to a higher quartile within your pay grade.

Here are some of the engagement opportunities that have been available over the course of the View2022 project. Please let us know if you have other ways for us to share information better across the university.

 

Stakeholder Engagement Opportunities 

  • (July 2022) Senior Leadership Review 1 – Project Plan, Scope, methodology, desired outcomes, Senior Leadership support request
  • (Aug 2022) Compensation Current State Survey – 150 Leaders, across 70 departments, Opportunity for input on current state
  • (Aug 2022)  Advisory Committee Meeting 1 – Project Overview, review design and compensation philosophy
  • (Sept 2022) Advisory Committee Meeting 2 – Structure review, target market open discussion, Title structure
  • (Sept 2022) Senior Leadership Review 2 – Project update.  Structure, target markets, title structure, philosophy review
  • (Sept 2022) View2022 Campus Forum 1 – Open meeting for all employee to engage and discuss View2022 (Facilities)
  • (Sept 2022) View2022 Campus Forum 2 – Open meeting for all employee to engage and discuss View2022 (Zoom)
  • (Sept 2022) View2022 Campus Forum 3 – Open meeting for all employee to engage and discuss View2022 (Overby Auditorium)
  • (Oct 2022) Advisory Committee Meeting 3 – Job Profiles, Title structure, Pay Setting discussion
  • (Oct 2022) View2022 Campus Forum 4 – Open meeting for all employee to engage and discuss View2022 (Student Union Room 124)
  • (Oct 2022) View2022 Campus Forum 5 – Open meeting for all employee to engage and discuss View2022 (Garland 102)
  • (Oct 2022) View2022 Campus Forum 6 – Open meeting for all employee to engage and discuss View2022 (Student Union Room 124)
  • (Oct 2022) Advisory Committee Meeting 4 – Recap, SME training preview, change group focus to now sharing information across campus as Change Champions
  • (Oct 2022) View2022 Overview – Counsel Academic Administrators – Focus on sharing with Deans and Faculty members
  • (Oct 2022) Job Profile Review Training with SMEs – 105+ SME identified across 69 departments updated on project and trained to review job profiles
  • (Oct 2022) View2022 Overview – Lead In-Service for Executives – 80+ Executive Level employees
  • (Nov 2022) Job Profile Follow Up – Meeting with all Job families to review submissions of Job Profiles.  105+ SMEs across campus Wave 1
  • (Dec 2022) Job Profile Follow Up – Meeting with all Job families to review submissions of Job Profiles.  105+ SMEs across campus Wave 2
  • (Dec 2022) 1 Question Survey Sent to all Staff – Pulse campus on priorities within a compensation program
  • (Jan 2023) Job Profile Follow Up – Meeting with all Job families to review submissions of Job Profiles.  105+ SMEs across campus Wave 3
  • (Jan 2023) Senior Leader Meeting – Discuss project status, seek guidance on key decisions around how View2022 will be completed
  • (Jan 2023) Survey to all Staff – Identify what is most important to our staff.  Title, Pay, Daily Responsibilities, Work Culture
  • (Feb 2023) Survey results on Title, Pay, Daily Responsibilities, Work Culture share to staff via UMToday
  • (Feb 2023) Employee Mapping Training sessions (4 Total) – Train 120+ leaders on View2022 structure and Employee Mapping process
  • (Mar 2023) Employee Mapping Meeting – 100+ meetings between UM Leaders, Consultants, HR Comp team to complete Employee Mapping stages 1.0, 2.0, 3.0
  • (April 2023) Employee Mapping Office Hours 1 – Hosted office hours for all leaders that wanted to connect on Employee Mapping, or any topic of View2022
  •  (June 2023) Employee Mapping Office Hours 2 – Hosted second office hours for all leaders that wanted to connect on Employee Mapping 2.0, or any topic of View2022
  • (July 2023) Red and Blue newsletter sent to all employees to give update View2022 project
  • (July 2023) UM today communication sent to give update to all employees on View2022 project status
  • (Aug 2023) Senior Leader Meeting- Meeting 1 of 3 to review final outputs from View2022 Study – Structure
  • (Aug 2023) Senior Leader Meeting- Meeting 2 of 3 to review final outputs from View2022 Study – Financials
  • (Aug 2023) Senior Leader Meeting- Meeting 3 of 3 to review final outputs from View2022 Study – Implementation
  • (Nov 2023) View2022 Campus Forum 7 – Open meeting for all employee to engage and discuss View2022
  • (Nov 2023) View2022 Campus Forum 8 – Open meeting for all employee to engage and discuss View2022
  • (Nov 2023) View2022 Campus Forum 9 – Open meeting for all employee to engage and discuss View2022
  • (Nov 2023) Final Calibration Meeting – Meet with 40+ departments to review results of study, make final adjustments
  • (Dec 2023) View2022 Campus Forum 10 Desoto Campus / Zoom – Open meeting for all employee to engage and discuss View2022
  • (Jan 2024) Shared View2022 information at VCAF Quarterly Leadership Meeting (100+ Leaders)
  • (Jan 2024) Strategic Leadership Group Meeting 1 of 2.  Review final results, make key implementation and administration decisions
  • (Jan 2024) Department Specific View2022 Overview (Law School, IT Department)
  • (Feb 2024) Strategic Leadership Group Meeting 2 of 2.  Review final results, make key implementation and administration decisions
  • (Feb 2024) Presented overview of View2022 to Staff Counsel and answered questions so they can share with larger employee population
  • (Feb 2024) Executive LEAD meeting, View2022 Panel with Steven Holley, Noel Wilkin, Charlotte Pegues sharing key change cultural changes to come
  • (March 2024) Email to all staff from VCAF Steven Holley giving an update on the project, as well as addressing Annual Salary and Wage Planning process
  • (April 2024) Results shared with leadership across the university via final calibration
  • (May 2024) Supervisor training sessions held involving over 600 supervisors
  • (June 2024) Supervisor training sessions continued involving over 600 supervisors
  • (July 2024) Chancellor message sent to announcement implementation plan for View2022
  • (July 2024) HR sends follow up message to all giving more details around View2022 implementation plan
  • (August 2024) All employees are invited to Open forums (9+ opportunities including virtual sessions) to learn more about View2022 and the implementation plan
  • (August 2024) Unit Specific View 2022 training session (CLA)
  • (August 2024) Unit Specific View 2022 Training session (Facilities Management)
  • (August 2024) View2022 updates to Deans, Chairs, Directors in Provost Division
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