The document provides an overview of the University of Phoenix's new career progression and compensation model. It reviews the model's philosophy, structure, training requirements, promotion process, and compensation approach. The presentation aims to help employees understand how the new model works and their role in career progression. Ongoing developments and enhancements to further improve the model are also discussed.

1. 2011 Annual Benefits FOR FURTHER DISTRIBUTION – NOT FOR DISTRIBUTION OUTSIDE OF APOLLO GROUP OR UNIVERSITY OF PHOENIX
CONFIDENTIAL – NOT
Enrollment
University of Phoenix
Graduation Team Career Progression & Compensation Structure
Alicia Miner
Senior Director of Talent and Strategy

2. 2011 Annual Benefits Enrollment
Today’s Objectives
 Review the Career Progression model and philosophies
 Provide updates and new developments since initial
communication
 Provide understanding of how the model and process will
work
 Overview of leadership role in career progression
 Review of what is still being developed for future
consideration and inclusion

3. 2011 Annual Benefits Enrollment
University of Phoenix provides access to higher
education opportunities that enable students to
develop knowledge and skills necessary to achieve
their professional goals, improve the productivity of
their organizations and provide leadership and
service to their communities.

4. 2011 Annual Benefits Enrollment
Career Progression Model
Review
CONFIDENTIAL – NOT FOR FURTHER DISTRIBUTION – NOT FOR DISTRIBUTION OUTSIDE OF APOLLO GROUP
OR UNIVERSITY OF PHOENIX

5. 2011 Annual Benefits Enrollment

6. The Employee Enrollment Cycle
2011 Annual Benefits Career

7. 2011 Annual Benefits Enrollment
Model Philosophy and Objectives
 Student Success
 Create meaningful progression criteria that will inhibit
customer-focused behaviors and a positive student
experience
 Business Success
 Alignment with regulatory standards and limitations
 Targeted development of employees to enhance overall
employee, student and organizational success
 Employee Success
 Provide a model of career and growth opportunities to
distinguish outstanding employees through a
standardized model

8. 2011 Annual Benefits Enrollment
Career Promotion Ladder
Updates
Senior
Director
Director
Associate
Director
Manager II
Manager I
Executive
Executive Specialist
Advisor/Counselor
Sr Advisor/Counselor Sr Specialist
Advisor/Counselor

9. The Annual Benefits Enrollment
2011 Specialist Roles
 Specialists will obtain advanced knowledge in
specific areas
 Specific student bases requiring advanced knowledge
(Education, Alumni, etc.)
 Advanced knowledge bases (Title IV, Degree
Completion, etc)
 Slotting will not occur with the specialist roles
 Advisors will perform unique skill validations to
move into the specialist role
 Example: Mentoring, training or exhibiting in a key area
of specialty
 Advisors will receive a certification in their
specialty area
9

10. 2011 Annual Benefits Enrollment
Becoming a Specialist
Initial Specialty Areas Specialty Area Being
Explored for Future
Specialty Detail ACA ENR FIN Specialty Detail ACA ENR FIN
Healthcare Specialist X X X Tribal Specialist X X
Doctoral Specialist X X X
Dual Role Specialist X X
Education Specialist X X X
UOPX Ambassador Specialist X X X
Military Specialist X X X
Student Workshop Specialist X X X
International Specialist X X X
Student Progression Specialist X
Academic Alliances/Workforce Solutions Funding Options Specialist X
Specialist X X
Employee Specialist X X X
Master Level Specialist X
Alumni Specialist X X X
Re-entry Specialist X

11. 2011 Annual Benefits Enrollment
Point of Entry Criteria
 Education – Bachelors Degree Required for Career
Progression and All Employees
 Training – Completed prior to role placement (as
outlined in model)
 Skill demonstration – Validated prior to role placement
(as outlined in model)
Updates
 Compliance – All compliance requirements current
 Time in Role Tenure –1 Year Minimum (Adv); 2 Year
Minimum (Mgr and Dir)
 Current Standing – No disciplinary (WW) within last 6
months

12. Accountability EnrollmentDependency
2011 Annual Benefits Model
PERFORMERS will progress through standard
and/or promotional increases
Standard Salary Increase
Continuous NON-PERFORMERS will progress
through disciplinary process/termination
Performance Accountability: Progressive
Disciplinary/Termination

13. 2011 Annual Benefits Enrollment
Compensation and
Employee Transition
CONFIDENTIAL – NOT FOR FURTHER DISTRIBUTION – NOT FOR DISTRIBUTION OUTSIDE OF APOLLO GROUP
OR UNIVERSITY OF PHOENIX

14. Transition Into Enrollment
2011 Annual Benefits
Model
 Tenure factor will be reconsidered in FY13
 Business demand will drive need for higher
level opportunities
 Employees will be placed into model at current
level and current salary
 There will not be salary decreases for those
currently above the salary maximums

15. Transition Into Enrollment(Cont.)
2011 Annual Benefits Model
 Standard promotion percentages
 Compensation for employees over salary structure
maximums
 Non-base building
 Supplemental amount considered in calculating OT
 Lump amount paid equally over 26 pay periods:
Example if over maximum:
Employee Example Salary- $10,000
Company Annual Standard Increase Example
Amount- 3%
Eligible Amount- $300
$300 / 26 pay periods
Employee ending base salary- $10,000
No change to base salary 15

16. 2011 Annual Benefits Enrollment
Compensation: General
 Positions reviewed for benchmarking
 Enrollment, finance and advisement customer service positions in like industry
 Comparison of skills needed for job and what market is paying for same job
skills
 Mid points of salary ranges are the “market” median
 Analysis of national labor costs in high and low labor cost markets
 Analysis of what employers in markets are paying
 N1 Structure-national average
 N2 Structure-cities where labor cost is 10% or greater than national
average
 Types of compensation opportunities
 Annual standard increase determined annually-(all employees)
 Determined with analysis of
 National salary planning data
 Company affordability
 Market data on job and skills
 Career Progression-promotional increase

17. Compensation: National Structure
2011 Annual Benefits Enrollment
Sr N1 $ 78,440 - 129,430
Director N2 $ 86,285 - 142,375
N1 $ 67,960 - 112,140
Director
N2 $ 74,755 - 123,355
Assoc Director N1 $ 58,880 - 97,160
N2 $ 64,765 - 106, 875
N1 $ 51,020 - 84,180
Manager II
N2 $ 56,120 - 92,600
N1 $ 51,020 - 84,180
Manager I N2 $ 56,120 - 92,600
Exec Advisor N1 $ 45,050 - 72,080
Exec Specialist
N2 $ 49,550 - 79,290
N1 $ 39,030 - 62,450 Sr. Specialist
Sr. Advisor/Counselor
N2 $ 42,930 - 68,690
Advisor/Counselor N1 $ 33,500 - 54,110
N2 $ 36,850 - 59,520

18. 2011 Annual Benefits Enrollment
Training and Skill
Demonstration
CONFIDENTIAL – NOT FOR FURTHER DISTRIBUTION – NOT FOR DISTRIBUTION OUTSIDE OF APOLLO GROUP
OR UNIVERSITY OF PHOENIX

19. 2011 Annual Benefits Enrollment
Career Progression Training
 Leadership, competency and functional/technical training
components
 Program guides for each role/level
 Computer-based and instructor led training courses
 Sequenced to prioritize learning and build out process
 Learning Management System (LMS) for registering and
tracking status of training completion
 Training will continue to be built throughout the year

20. 2011 Annual Benefits Enrollment
Employee Accountability
 Current employees expected to complete training and skill
demonstration applicable to their transition level
 Ensuring all employees are equally prepared and have the same skills
and development opportunities
 Employee must meet the daily expectations of their current
role
 Program designed for incremental progression throughout the year
 Employees should work with manager on guidance of training hours to
ensure current and future role success

21. Training Benefits Enrollment
2011 Annual Process
Learning management system (LMS) will house each
program loaded by role/level for full employee visibility
Employee will register for selected required training
through LMS
Completion of training will be recorded in LMS
LMS will display completion status and progress toward
program completion

22. 2011 Annual Benefits Enrollment
Program Guides
 For each job function and
level
 Description of course objectives
 Type and duration of
training
 Instructor led
 Webinar
 CBT/Web-based
 Breakdown of required
versus optional training
 Suggestions for additional optional
training to support skill and
competency development

23. 2011 Annual Benefits Enrollment
Learning Management System: Program of Study
 Each role has a
“program of study” in
the system for
employee sign-up
 Courses will outline
any pre-requisites
required
 Attachment
feature for syllabus
or templates
required

24. 2011 Annual Benefits Enrollment
Program Breakdown
 Programs will list all
required training
courses for
registering
 Skill demonstration
activities will be listed
for registering and
tracking
 Additional optional
learning will be shown
but not required

25. SkillAnnual Benefits Enrollment
2011 Demonstration
 Employees will “sign-up” to request skill to be
validated through LMS
 Skill demonstration expectations will be broken down
along with training requirements in program of study
guides
 Some skill demonstration activities will require pre-
requisite training courses
o Ex: Skill demonstration of analysis of business performance indicators
would require the associated training
25

26. 2011 Annual Benefits Enrollment
Skills and Validation Process
WHAT needs to be demonstrated (two samples):
 Analyze business performance indicators and prepare and present
on findings, meaningful conclusions, suggestions to further
investigate or take action
 Complete a problem-prevention analysis on a process or service
and present it to the people involved
HOW it will be validated:
 Candidate will do a thorough review and analysis of a business
case scenario
 Candidate will need to provide summary, findings,
recommendations, etc. to hiring team for validation
 Upon validation hiring team will mark as complete in employee
LMS record
26

27. 2011 Annual Benefits Enrollment
Promotion Process
CONFIDENTIAL – NOT FOR FURTHER DISTRIBUTION – NOT FOR DISTRIBUTION OUTSIDE OF APOLLO GROUP
OR UNIVERSITY OF PHOENIX

28. WhyAnnual Benefits Enrollment
2011 Centralized Hiring?
 Ensures all candidates that get to second round interview
are unbiased selections and equally qualified through
approved criteria
 Promotion and compensation alignment with regulations
 Consistent organizational hiring practices
 Partnering of hiring team and campus management to
ensure compliance and selection for best fit for team
 Ability to assess candidate trends and talent pipelines for
organizational reporting and model success measures
28

29. 2011 Annual Benefits Enrollment
Promotion Process Key Points
 In-line promotion opportunities will be considered
beginning in March
 Leadership openings are considered urgent business needs and
will be filled through process as needed
 Ensures ability to complete new training requirements
 Ensures ample time to develop needed competencies to be
successful in newly defined roles
 Promotion process timing
 Advisor and in-line promotions - QUARTERLY
 Leadership Promotions - AS NEEDED
 Established for ground and online promotions

30. 2011 Annual Benefits Enrollment
Career Progression Hiring Team
 Certified in competencies and behavioral-based interviewing
 Generation and reporting on hiring trends and pipeline
information
 Developing and maintaining relationships with campus
leadership
 Key contributors to continuous process and model
enhancements
 Moving from operations role to full-time hiring position

31. 2011 Annual Benefits Enrollment
The Complete Promotion Process
Business need identified
Recruiting team validates criteria
has been met
Behavioral based first round
interview (recruiter/hiring
director)
CP hiring director completes
candidate data input analysis
Behavioral based second round
interview (two hiring directors/
campus manager)
Unanimous decision determines
candidate promotion

32. 2011 Annual Benefits Enrollment
Business Need/Justification Identified
 Leadership openings due to
attrition and/or growth
 Job posted to begin hiring
process
32

33. 2011 Annual Benefits Enrollment
Recruiting Team Validates Criteria
 Time in Role
 Degree verification
 No disciplinary (WW) within
last six Months
 Confirmation that training
and skill demonstration has
been met
 Verification of compliance
requirements current
33

34. 2011 Annual Benefits Enrollment
Behavioral Based 1st round Interview
 Interview Process
 Leader- Recruiter and Hiring
director
 Advisor levels-Recruiter
 Competency based
behavioral interviews
 Alignment of questions to
competencies and skills
required at each job level
 „Pass‟ candidates move to
next round

35. DataAnnual Benefits Enrollment
2011 Input Analysis
Coaching and Daily Behaviors
 CWEB Coaching History
 Mid-year/Annual appraisal
 QPP goals/notes
 Attendance history
 Peer/grad team feedback (future)
Customer Service
 NPS Data
 DQSS Data
Employee General
 Employee key accomplishments
 Current Resume
 Team opening profile
35

36. 2011 Annual Benefits Enrollment
Behavioral Based 2nd Round Interview & Selection
 Interview Process
 Leader- 3 people: 2 CP
hiring directors AND
campus hiring manager
 Advisor- CP hiring
director
 Decision must be
unanimous
 Ensuring a consistent
unbiased process
while creating best
selection for team and
culture fit
36

37. 2011 Annual Benefits Enrollment
Discussion: Leadership Question Scenario
• John is an employee that is struggling in his
current role but wants to progress into the
manager role.
• He has a difficult time managing conflict,
completing the necessary tasks of his current
job, and with time management.
• I am concerned because he has a strong
background and interviews very well, but don‟t
think he would be a good fit for the role.
37

38. Discussion:Benefits Enrollment
2011 Annual Leadership Question Scenario #2
• Jane is an employee that consistently meets
expectations.
• She has strong leadership qualities,
communication skills and critical thinking.
• I‟m worried she will not stand out in the hiring
process as those involved do not see her day
to day display of the key attributes?
38

39. 2011 Annual Benefits Enrollment
Post Implementation and
Key Points
CONFIDENTIAL – NOT FOR FURTHER DISTRIBUTION – NOT FOR DISTRIBUTION OUTSIDE OF APOLLO GROUP
OR UNIVERSITY OF PHOENIX

40. 2011 Annual Benefits Enrollment
Electronic Portfolio: Long-term Vision
Moving from Better to Best
Electronic format Enhancing model for Aligning student
for meeting basic effectiveness (Ongoing platform features with
tracking needs Post-implementation) employee data and
usability

41. PostAnnual Benefits Enrollment and Next Steps
2011 Implementation
 Continuous Developments and Future Inclusions
 DQSS use as criteria
 NPS as criteria
 Electronic portfolio
 Measuring Model and Philosophy Effectiveness
 Reporting and analysis of candidate hires and declines for
trending and opportunities for improvement
 Continuous assessment of skill and training needs
 Ongoing resources on changes and enhancements
 Podcasts, CP reference book, job aids, CP SharePoint
 Future phases of career progression modeling
 Outlining of interdepartmental movement
 Non grad team future phases
 Apollo subsidiaries may be in future phases

42. Key Concepts Enrollment
2011 Annual Benefits
 Standardized model that provides avenues to distinguish
between average and above average employees
 This compensation/progression model depends on
employee and leadership accountability
 Leaders must take an active role in developing and holding
their employees accountable
 Employees must take initiative in owning their career
development and personal accountability
 This model will continue to evolve with the business over
time

43. Your Role Benefits Enrollment Model Success!
2011 Annual in Ensuring
 Understand model objectives and the regulatory
restrictions that lead to model criteria
 If you don‟t understand something – ask!
 Own the material and ensure your employees
understand what‟s in it for them, the student
and the business
 Support employees through continuous
coaching, development AND accountability

44. 2011 Annual Benefits Enrollment
Career Progression Resources
 Campus leadership
 Local HRBP
 Career Progression team
 Alicia Miner - x 7136135
 Heather Armstrong - x 3876205
 Kelly Hover - x 7136643
 Jennifer Garrison - x 3877708
 Brad Fulton - x 3875922
 Corey Milley - x 3876722

45. CommunicationEnrollment – Next Steps
2011 Annual Benefits Roll Out
Timeline Tactic Audience/ Activity
1-2 weeks Follow-up WebEx meetings; walk through • Career Progression
after materials; clarify questions support, HRD and
leadership anyone seeking
meeting clarification
9/19-9/30 Career Progression roll out to director level • Directors
(Owner: RVPs, CDs, HRDs and regional
communicators)
10/3-10/14 Career Progression roll out to manager level • Managers
(Owner: RVPs, CDs, Directors, HRDs and
regional communicators)
10/17-10/28 Career Progression roll out to employees • Employees
(Owner: RVPs, CDs, Directors, Managers
HRDs and regional communicators)
Post career Employees review materials on own, meet • All Employees/Levels
progression with leader one-on-one to follow-up
roll-out 45

46. 2011 Annual Benefits Enrollment
Communication Support Tools
 Communication PowerPoint deck
 Speaker notes with detailed explanations
 FAQs and Key Messages documents
 Podcasts (Leader, director, manager and employee level)
 Videos (Leader, director, manager and employee level)
 SharePoint site to house all Career Progression documents
 Pre-recorded WebEx meetings with Alicia Miner
 Career Progression program guide (electronic for all employees)
 Introduction and recap emails (from RVPs/Jerrad and Dianne) to
reinforce messaging, create excitement, etc.

47. 2011 Annual Benefits Enrollment
Questions?