CPD designed to ensure Lab salaries are competitive
Laboratory managers will soon begin meeting with employees to discuss new job titles, levels and salary bands as part of the Compensation Program Design project, now under way.
The Compensation Program Design Web page has information on implementation time lines.
Compensation (HR-C) is now validating employee mapping exercises that managers completed last summer. This means that managers have placed their employees into new job classifications.
Phase one of the project includes administrative specialist, general support, office support, specialist staff member, technicians, and non-research and development (operational and technical support) technical staff member positions.
In a memo to Los Alamos National Security, LLC, Lab employees, Laboratory Director Michael Anastasio said the goal of the Compensation Program Design project is to ensure that Laboratory salaries are competitive and align with both external markets and internal equities and to provide the foundation for developing a clear, Labwide progression of career paths for all employees. "No employee's individual salary will be lowered as part of the CPD efforts, and the project will not influence changes to an employees' individual job duties, responsibilities, or job scope," said Anastasio.
Phase two of the project is underway and will include review of research and development technical staff member and program/project manager positions.