Phase 2: Job Architecture Development (Spring 2025)

Since the beginning of 2025, the CCPI project team has been working with Mercer to develop a preliminary draft of Brown’s job architecture. This framework includes the addition of new job families, creation of subfamilies and development of job profiles to ensure alignment across similar positions, allowing Brown to maintain competitiveness, consistency and equity and to assist with recruitment and retention.

Milestones

• Phase 2: CCPI Framework Development (July 2025) - The underlying structure of Brown’s new organization-wide compensation and career framework, including job families, subfamilies, career streams, and career levels has been finalized. These foundational elements will provide important clarity and consistency for all roles at Brown. Development of upcoming information and training sessions on the new framework is also underway.
• Phase 2 and Phase 3: Comprehensive Job Mapping & Validations (August 2025-August 2026) - Further validation of the job mappings that were done last year has been successfully completed. The CCPI team conducted 35 validation meetings, in active partnership with leaders across all departments at Brown. Following these validation meetings, the CCPI team and Marsh consultants will conduct separate calibration reviews to ensure job mapping is aligned consistently across the university, aligned with industry best practices, and tailored to Brown’s specific organizational needs.
• Phase 3: Compensation Philosophy (June 2026) - Senior leaders and key stakeholder groups developed a formal Compensation Philosophy that will serve as a foundational set of principles based on institutional values to guide how pay is administered at Brown. 
• Phase 3: Salary Structure Focus Groups (August 2026) - We partnered with consultants Marsh (formerly Mercer) to hold two Focus Group Sessions with leaders from academic and administrative areas to engage, review and solicit valuable feedback regarding the potential options for the new salary structure. Results of these discussions reflected a need to focus on organizational flexibility and alignment with evolving market trends, creating a unified framework to ensure internal equity, where employee experience, skills and qualifications clearly guide salary placement, and utilizing a defined review cadence to continuously monitor benchmark data, ensuring competitive compensation while maintaining long-term stability.

In Progress (Phase 3)

• Career Resources: Resources are in development to support self-guided career pathing for Brown staff. Designed to empower employees to plan for their career development, these tools will provide clear insights into role requirements across the university, enabling staff to independently navigate their next steps. 
• Building the Salary Structure: Through recent focus groups with executive leadership, we gathered valuable insights to refine our proposed salary structure; ensuring a transparent, aligned approach to pay distribution across Brown.