Position classification and compensation are key components of UA position management. 

University Regulation 04.05 - Salary Administration governs these structures for the UA system.

Position Classification

The position classification system for the University of Ӱԭ groups jobs into categories or "job families" based on the type of work being performed. Job family descriptors reflect the nature and complexity of work at several levels within each category. The Job Family Classification System is intended to support Ӱԭ recruitment and retention, workforce planning, performance management, career development, and market analysis. The classification system is used across the UA system to provide consistent position alignment, career ladder structure, and external salary survey benchmarks. 

Resources and tools related to the position classification process at the University of Ӱԭ are outlined in the Position Classification System.


The University of Ӱԭ’s mission focuses on learning by advancing and disseminating knowledge through teaching, research, and public service, emphasizing the North and its diverse peoples. The compensation system has been developed to recruit, retain and promote Ӱԭs within the context of this important mission.

An Ӱԭ value proposition answers the question, "Why would the people we need want to join, do their best work here, and stay?

 The compensation system will uphold the university’s role in the state as a leading employer. As an employer, the university strives to be:


Providing a dependable framework for compensating Ӱԭs in a fair and equitable manner


Offering market-driven salary and benefits programs

Within the confines of its budget, offering a flexible and inspired suite of benefits to support Ӱԭ engagement and productivity 

Working with our Ӱԭs to ensure our compensation and benefit programs meet their needs and interests

Additional resources and tools related to the compensation management process at the University of Ӱԭ are outlined in the following sections.