Overview | A/P Classifications

As a result of the A/P Classification project, A/P position descriptions have been reviewed and placed in a Career Band system. The classification structure provides greater insight into career path options and greater clarity regarding pay administration. A/P positions have been classified into two separate Career Bands - Technical and Professional - to recognize different career paths and different market ranges for these positions.

For questions or assistance, contact your supervisor or a member of the A/P Classification Committee (listed below).

A/P Career Path Workbook

The A/P Career Path Workbook has been designed to provide greater clarity regarding career paths within and across departments at NMU. It is available to anyone who is contemplating their continued future career at NMU. It contains key factors about the position including required education and experience and any supervisory responsibilities of a position.

The A/P Career Path Workbook will be reviewed and modified to capture job requirements if they change. The report date at the top of the page will reflect the latest date of review.

The workbook is in a Google Sheet format. For those unfamiliar with Google Sheets and need assistance filtering and sorting the data please review the User Guide for instructions with screenshots.

A/P Classification Committee Members

Neil Baumgartner

NMU Management Member

nbaumgar@nmu.edu 906-227-

Julane Cappo

Human Resources Member

jcappo@nmu.edu 906-227-1493

Michelle Kimball

A/P Local 2178 Member

mkimball@nmu.edu 906-227-2190

Kelly Larmour

A/P Local 2178 Member

klarmour@nmu.edu 906-227-1914

Angela Maki

A/P Local 2178 Member

anmaki@nmu.edu 906-227-1350

Angela Rasmussen

A/P Local 2178 Member

anrasmus@nmu.edu 906-227-1177

Renee Sheen

Human Resources Member

rsheen@nmu.edu 906-227-2331

Frequently Asked Questions

Career Pathing: This project emphasized career pathing. Separating the bands allowed us to group like positions together from a logical career path standpoint. This career path document will provide A/P employees with information about each position in their unit, which may help with professional development and career planning.

Salary: Technical positions are often considered “hot” skills and/or tend to be higher in demand in the marketplace - therefore driving a higher level of market value, even at entry level positions. Separating the positions into bands allowed us to more accurately reflect the market ranges for these positions.

Positions were designated as Technical if:

  • A majority of the requirements for the position related to specific education/knowledge/skills in systems hardware, software, and/or programming.
  • Technical certifications and/or specific training is sometimes required.
  • The primary and regular responsibilities of the job involve work specific to hardware, software, and /or system technologies.

The structures are not related at all. While both systems used a factor evaluation process to determine the level for each position, the factors/weightings are different. Therefore, A/P employees cannot draw connections between the two structures to determine if their position is “higher” or “lower” than it was before. Such connections are not valid.

  • For both the professional and technical career bands, the first level minimum was established based on the lowest market minimum for all positions included in the band. The first level maximum was established based on the highest maximum for all positions in the band. An appropriate and consistent percentage increase was used for the minimums as you move up each band and the maximums as you move up each band.
    • “Appropriate” meaning the percentage increases adequately accounted for the current market ranges for the positions within the band (the minimum salary was not substantially higher than the lowest minimum of the positions in the band and the maximum salary was not substantively lower than the highest maximums in the band).
    • “Consistent” meaning the same percentage was used as you move up to the next band. This ensured a consistent increase in career band minimums and maximums.
  • This “salary” banding is similar to what existed in the previous AP classification system, only in the previous system, it was not based specifically on market ranges for the positions. This new “hybrid” method still accounts for market differences in positions.

Because the market ranges for these positions are different, you would expect some variation in the percentage increases between the bands. Trying to mirror the increases for the professional career band levels would have resulted in artificially high minimums and artificially low maximums in the technical bands.

The P8M band reflects an appropriate salary range for the medical positions in that career band. The P8M band reflects a maximum which is 20% higher than the P8 band – which was necessary to ensure we created a band that more accurately reflects the market salaries for these positions.

  • New hire salaries will continue to be based on the market salary for the specific position, not the career band. The new hire’s years of relevant, position-related experience will be accounted for and compared to current employees’ job-related experience and salaries in similar roles – just as we do today.
  • We will continue to participate in annual salary surveys and refresh our market ranges for A/P positions as needed.
  • We will continue to review all A/P positions annually to determine if any positions have fallen below the market range for their position and make recommendations for potential increases as needed.
  • Keep in mind that current placement in a band is directly related to the market range for that employee’s specific position. Because there are numerous positions captured in a band, employees with less years of service with NMU may have higher placement because the market salary range for their position is higher.
  • Note that this also means that employees in a lower career band may have a higher base salary than employees in a higher career band. There is significant overlap in the salary bands.

Employee are encouraged to review their job descriptions with their manager at least annually, but should plan to review their description whenever they take on substantive responsibilities not already inherent in the description.

A/P Professional Salary Band

7% min and 7% max

Band Minimum 25% 50% 75% Max
P1 29,600 36,660 43,720 50,780 57,840
P2 31,672 39,226 46,780 54,335 61,889
P3 33,889 41,972 50,055 58,138 66,221
P4 36,261 44,910 53,559 62,208 70,856
P5 38,800 48,054 57,308 66,562 75,816
P6 41,516 51,418 61,320 71,222 81,124
P7 44,422 55,017 65,612 76,207 86,802
P8 47,531 58,868 70,205 81,542 92,878
P8M 50,858 66,007 81,156 96,305 111,454

A/P Technical Salary Band

5% min and 6% max

Band Minimum 25% 50% 75% Max
T1 39,040 45,420 51,800 58,180 64,560
T2 40,992 47,852 54,713 61,573 68,434
T3 43,042 50,416 57,791 65,165 72,540
T4 45,194 53,118 61,043 68,967 76,892
T5 47,453 55,966 64,479 72,992 81,506
T6 49,826 58,968 68,111 77,253 86,396
T7 52,317 62,133 71,948 81,764 91,580
T8 54,933 65,468 76,004 86,539 97,074