Jobs Vs. Positions

To prepare for SAP going live on July 1, 2011, the HR Compensation team has developed
JOBS and a JOB STRUCTURE to replace our existing position-based system. All
positions at BU were mapped to one of the newly developed jobs based on the content of position descriptions.

Mapping positions to jobs was required as part of the SAP implementation process. HR Compensation will work with schools and departments to discuss and finalize our initial mapping of the existing positions to the newly developed jobs.

While the terms “position / position description” and “job / job description” are used
interchangeably by many people, there is a difference between the two:

  • Job Description: A generic summary of the key responsibilities of a job.  It includes the general nature of the work performed, the level of the work performed, the skills and knowledge required for competent performance of the job, and other elements. ATTRIBUTES OF A JOB: job title, organization job code, salary grade/broad band, live-in code (if applicable), representation status, FLSA status, job family (optional), job sub family (optional).
  • Position Description: A detailed summary of the duties attributed to an individual position. Positions are mapped to jobs and inherit the jobs’ attributes, but a position description also includes specific information about a position. ATTRIBUTES OF A POSITION such as salary grade/broad band, live-in code (if applicable), representation status, FLSA status will be inherited from the job once the new salary structure goes live. Position title is a mandatory attribute of a position; it may vary from a job title.

Until the new salary structure goes live, positions will continue being graded based on the existing salary structure grade system.

Job descriptions are used by HR Compensation to obtain the accurate compensation market data; this allows HR Compensation to compare BU pay data to market pay data for similar jobs outside of BU.

Mapping positions to jobs also allows us to perform internal equity analyses by comparing all positions across both campuses mapped to the same job against each other.

As an outcome, HR Compensation will now be able to enhance our services to the BU community by providing managers with accurate market equity and internal equity analyses of positions. This will ultimately assist managers with making informed pay decisions.