What This Playbook Covers

The Rebel Job Framework provides the structure UNLV uses to evaluate positions, assign standardized Rebel Titles, and align pay ranges for Administrative Faculty roles.

Classification

How positions are assigned to a job family, career stream, level, and Rebel Title based on the work being performed.

Compensation

How salary ranges are established and how hiring, promotion, additional duty assignment, internal equity, and temporary pay decisions are made.

Rebel Job Framework logo

Guiding Principles

  • Consistency: Similar work should be classified in a similar way
  • Market Alignment: Salary ranges reflect relevant market data
  • Internal Equity: Pay decisions consider similarly situated roles
  • Transparency: Framework and salary structures are clear
  • Fiscal Responsibility: Decisions align with resources and system requirements

Job Classification

How Jobs Are Structured

Jobs are grouped by broad functional area (Job Family) and more specific specialty or discipline (Sub-Family).

  • Job Family: High-level category of work (e.g., Finance, Human Resources, Information Technology)
  • Sub-Family: Specialized area within the job family (e.g., Payroll, Talent Acquisition, Application Development)
Example
  • Job Family: Marketing
  • Sub-Family: Communications

Defines the type of role based on primary responsibilities and scope of work:

  • Professional: Individual contributor roles focused on specialized or technical work
  • Manager: Roles with responsibility for supervising full-time permanent staff and managing functions, programs or operations

Indicates the degree of scope, complexity, autonomy, and organizational impact of the role within the career stream.

Levels include:

  • Professional: P1 – P5
  • Manager: M1 – M5

The standardized HR classification title assigned to the position. Rebel Titles are used to ensure consistency in classification, compensation, and reporting across the university and may differ from a department’s business (working) title.

How Positions Are Classified (Position Mapping)

Classification decisions are based on a holistic evaluation of the work performed, including scope, complexity, autonomy, and organizational impact.

Position Description as the Foundation

An accurate Position Description (PD) is the foundation for classification.

The PD defines the essential functions, scope, and expectations of the role, and ensures alignment with the Rebel Job Framework. Well-developed PDs support:

  • Consistent classification decisions
  • Equitable compensation practices
  • Effective recruitment and workforce planning

Managers should develop the Position Description before completing the classification steps below, ensuring the role is clearly defined based on current operational needs.

Work drives level. The Position Description defines the work.

Job Description vs. Position Description

Standardized description used across the university.

A Job Description should:

  • Define, the high-level purpose, responsibilities, and qualifications of a job
  • Categorize jobs using job subfamily architecture
  • Ensure consistency across the University
  • Enable greater transparency for employees and managers around career streams and expectations

A Job Description should not:

  • List out every single duty or task that a job title may have
  • Reflect reporting lines
  • Describe the duties, tasks or requirements of one specific individual

A department-specific document that outlines the actual duties and expectations of an individual position.

A Position Description should:

  • Describe the specific responsibilities and essential functions of the position
  • Reflect the scope, complexity, and impact of the work performed
  • Align with the appropriate Job Description, career stream, and level
  • Identify minimum qualifications and required KSAs at entry into the role
  • Provide clarity for recruitment, performance expectations, and workforce planning

A Position Description should not:

  • Be written to reflect the background or preferences of a specific employee
  • Include excessive detail or task-level instructions
  • Inflate scope or qualifications to achieve a higher classification or salary range
  • Focus on temporary or short-term duties that do not represent the ongoing role

Department Role in Classification

Departments and hiring managers are responsible for taking the initial assessment of a position’s classification by evaluating the work and proposing the appropriate job alignment. Departments must submit a recommended rebel title and level for all requests submitted to Compensation/Classification.

Departments should use the Position Classification & Mapping Guide to complete Steps 1–3 below, ensuring a structured and consistent approach to classification.

This includes:

  • Developing an accurate Position Description (PD)
  • Reviewing the Rebel Job Description Library
  • Applying the Position Classification & Mapping Guide to evaluate the role
  • Proposing a Rebel Title, career stream, and level

Human Resources reviews and validates all classification decisions to ensure alignment with the Rebel Job Framework, internal equity, institutional standards, and FLSA exemption requirements.

Classification is a shared process: departments propose, HR validates.

Please contact your Compensation Analyst or HR Business Partner if you need assistance.

Review the Rebel Job Description Library to identify the closest matching role and understand standard scope, responsibilities, and expectations.

Using the Position Description (PD) as your foundation, apply the Position Classification & Mapping Guide to evaluate how the role aligns to the Job Description by assessing:

  • Complexity of work
  • Scope of accountability
  • Autonomy
  • Communication and influence
  • Knowledge required
  • People management responsibilities

Based on the evaluation above, determine whether the role aligns with:

Professional Contributor (P1–P5)
  • Focus on technical expertise, program execution, and functional impact
Manager/Leader (M1–M5)
  • Includes formal people leadership, strategic direction, and accountability

People management alone does not determine classification.

Using the Work Dimensions reflected in the Job Description and validated through the Position Classification & Mapping Guide, determine the appropriate level:

P1–P2

Foundational to moderately complex work

P3–P4

Independent problem-solving, project leadership, and process influence

P5

Strategic influence and enterprise-level impact without full people management

M1–M5

Increasing levels of leadership responsibility, team oversight, and organizational impact

Key Classification Principles

  • The position, not the employee, determines classification
  • Work drives level; qualifications support the work
  • Supervisory duties at P-levels are limited and situational
  • Manager roles include full people leadership responsibility

Common Missteps

  • Overemphasizing people management
  • Inflating roles based on tenure
  • Classifying based on titles instead of work
  • Using qualifications to justify a higher level

Business Titles (Working Titles)

Departments may use a business title in addition to the official Rebel Title.

Provides clarity about specialization or functional role.

  • Job postings
  • Workday profiles
  • Email signatures
  • Business cards
  • External, university business-related communications

  • Do not replace the Rebel Title
  • Must accurately reflect work
  • Must not overstate authority
  • Use leadership titles only when appropriate
  • Apply consistently once approved

The Division of Human Resources reserves the right to limit business titles that:

  • Duplicate a title used elsewhere at UNLV
  • Misrepresent the University or the authority of the position
  • Include titles such as Vice President, Provost, Dean, Chief of Staff, or other positions recognized as institutional officers
  • Indicate leadership or material accountability (e.g., Director, Executive Director) when not aligned with the role

Recommended Business Title Conventions

The following conventions provide general guidance for selecting business (working) titles that align with the level, scope, and responsibilities of a position. These titles help communicate role clarity and organizational context while remaining consistent with the underlying Rebel Title and career level.

Career Level Suggested Titles
P1–P2 Coordinator, Specialist, Analyst
P3 Senior Specialist, Senior Analyst
P4 Lead Specialist, Program Manager
P5 Principal, Senior Program Manager
M1–M2 Supervisor, Manager
M3 Assistant Director, Senior Manager
M4 Director
M5 Senior Director, Executive Director

NSHE Job Profile Title vs. Rebel Classification Title

The Nevada System of Higher Education (NSHE) Job Profile Titles and UNLV’s Rebel Titles serve different but complementary purposes in job classification and organizational structuring.

  • System-wide standardization: NSHE job profiles provide a universal classification framework across all NSHE institutions (e.g., UNLV, UNR, CSN)
  • Categorize jobs based on common functions and duties
  • Ensure consistency across institutions, without accounting for the unique structure of each campus

Maintained in Workday and required when:

  • Creating or establishing a new position
  • Making changes to an existing vacant position (Workday Business Process: Edit Position Restrictions)
  • Updating an employee’s Position Description (Workday Business Process: Edit Position)

  • Institution-specific classification: Rebel Titles are developed to align with UNLV’s organizational structure, operational needs, and workforce design
  • Provide more defined and consistent role alignment based on career stream, level, and work expectations
  • Support classification, compensation, and career progression within the Rebel Job Framework

How They Work Together

NSHE Job Profile Titles establish the system-level classification structure, while Rebel Titles provide a more precise and operational classification for roles at UNLV.

Each position is aligned to both:

  • An NSHE Job Profile Title (system requirement), and
  • A Rebel Title, career stream, and level (UNLV framework)

Compensation

This section outlines the compensation actions available to Rebel Administrative Faculty, and what types of changes qualify under the Rebel Job Framework. Understanding these guidelines helps managers and employees navigate compensation decisions with confidence and consistency

Types of Compensation Actions

Standard pay aligned with the position’s classification, salary range, and placement within the Rebel Job Framework.

Adjustments to base salary that reflect changes in role, responsibilities, or external requirements. These may include:

  • Promotion – Movement to a higher level with increased scope and responsibility
  • Equity Adjustments – Address internal pay alignment or compression concerns
  • Retention Adjustments – Support critical talent retention based on business need
  • Additional Duties Assignment (Permanent) – Ongoing expansion of responsibilities
  • Regulatory and System-Driven Adjustments, including:
  • Performance (Merit) Pay - designed to reward employee performance.

Stipends and Longevity Pay

Stipends are used to recognize temporary assignments that expand an employee’s duties beyond their current classification without a change in grade, level, or rebel title. Stipends should align with the career level of the work being performed and must be tied to the scope and complexity of the additional responsibilities.

Key principles include:

  • Temporary in nature: Stipends are intended for short-term assignments and should not exceed 12 months without formal review.
  • Based on level of work performed: Amounts are aligned to the grade and career level of the temporary duties, not the employee’s current classification.
  • Supports internal equity: Standardized ranges ensure fairness and consistency across units and divisions.
  • Documented and approved: The stipend request form needs to be completed which should include a description of the temporary duties, expected duration, and justification for the proposed amount.

Visit the Stipend Guidelines webpage for more information.

Longevity pay is a separate form of compensation recognizing continuous service in accordance with NSHE policy. It is not tied to the Rebel Job Framework or base salary placement. These payments do not result in a permanent change to base salary.

Visit the Longevity Pay section of the classification & compensation webpage for more information.

Promotions and Salary Placement

Promotions recognize increased contributions, expanded scope, and readiness to operate at a higher level of responsibility. Within the Rebel Administrative Faculty Compensation Structure, promotions are defined by both the type of role change and the administrative pathway through which the promotion occurs.

Regardless of the promotion type or pathway, salary placement is determined consistently by applying the Rebel Administrative Faculty Compensation Schedule and associated placement guidance.

Promotion

Promotions are based on the evolution of the position and the employee’s demonstrated readiness to perform at the next level, not solely on tenure or performance.

Promotions are not automatic and are not based on employee preference alone. Decisions to pursue a promotion are made at the manager’s discretion and must be supported by a demonstrated business need, alignment with the Rebel Job Framework, and available funding.

A promotion may be considered when:

  • Role scope has substantively increased (e.g., complexity, decision-making, impact) and aligns with the next career level
  • The employee has demonstrated readiness to perform at that level
  • Performance reflects sustained effectiveness, not short-term achievement
  • The position aligns with the Rebel Job Framework, and classification review confirms next-level expectations
  • The promotion supports organizational need and is financially supportable

Employees are generally expected to be in their current regular (non-temporary) position for at least six (6) months before being considered for promotion or applying for another position.

Purpose

This guideline supports:

  • Effective onboarding and training investment
  • Continuity of operations within departments
  • Fair and consistent internal movement practices
Exceptions

Exceptions may be considered in coordination with the Classification and Compensation team when:

  • There is a significant and documented change in role scope
  • The employee was initially hired below level due to experience gaps and has rapidly progressed
  • There is a critical organizational need

A promotion indicates that:

  • Scope and complexity of work have increased
  • Decision-making authority has expanded
  • The employee demonstrates competencies aligned with the work dimensions of the next career level
  • The role has evolved to support greater operational, functional, or strategic impact
Examples
  • P2 → P3 within Grade B (Professional Stream)
  • P4 → M3 across Grades B to C (Professional to Manager transition)
  • M3 → M4 across Grades C to D (Manager Stream)

A promotion may be appropriate when:

  • Responsibility expands to include broader programs, functions, or teams
  • Strategic scope or institutional impact increases
  • Leadership expectations increase (for manager roles)
  • The role evolves beyond its current level, even if it remains within the same job family

Promotion Pathways

Promotions may occur through different administrative pathways depending on organizational need and recruitment requirements.

Occurs when an employee advances within their current position. This promotion pathway can be submitted during the Cycle Schedule for permanent changes to base salary.

Typical Use
  • The role has evolved in scope, complexity, and impact
  • No recruitment is required when the employee is the next-in-line subordinate and no similarly situated employees exist
Key Consideration
  • Requires review to confirm alignment with higher-level expectations
  • Must ensure the advancement reflects a substantive change in scope and responsibility

Occurs when an employee is selected for a higher-level position through a formal recruitment process.

Typical Use
  • Movement into a new position (number) and role or leadership position
  • Competitive candidate pool
Key Consideration
  • Selection is based on qualifications and demonstrated capability

Occurs when an employee is placed into a higher-level vacant position without a competitive recruitment process, in accordance with approved search waiver guidelines.

Typical Use (limited and justified circumstances):
  • Business-critical or continuity needs
  • Unique or specialized skill sets
  • Limited candidate availability
Key Consideration
  • Requires formal justification and approval and some case reported to the Board of Regents
  • Subject to heightened review to ensure equity and consistency
  • Visit the Search Waiver Process webpage for more information

Additional Duties / Expanded Responsibilities

Salary Adjustment Guidelines

A permanent base salary adjustment may be considered when an employee’s role meaningfully increases in scope, accountability, or complexity, while remaining within the same Rebel title, career stream, level, and grade.

These adjustments are intended to recognize sustained changes in the role’s value and impact, while maintaining alignment with internal equity and the overall compensation structure.

Requests for base salary adjustments under these guidelines are expected to be infrequent and should not be used as a routine mechanism to address:

  • Temporary workload fluctuations
  • Short-term assignments or projects
  • Backfill coverage
  • Incremental duty changes that fall within the normal evolution of a role

A base salary adjustment may be appropriate when:

  • Responsibilities have permanently expanded
  • The core purpose of the role remains the same, but the scope has broadened
  • The change reflects a measurable increase in work dimensions (e.g., scope, complexity, accountability, influence)
  • The expanded duties are not temporary or project-based

Do not use a base salary adjustment when:

  • The change is temporary (potentially use a stipend instead)
  • Duties reflect normal job growth or performance
  • Responsibilities materially change the level of the role (promotion required)
  • The request is primarily for retention or workload balancing

Scope of Change Typical Adjustment Description Example
Modest Expansion 2% – 4% Increased responsibilities within existing functional area(s); broader execution of current duties Adds coordination of a minor program; manages a small increase in operational scope
Moderate Expansion 4% – 7% Broader portfolio, cross-functional influence, or limited oversight responsibilities Oversees an additional program; leads a cross-departmental initiative
Significant Expansion 7% – 10% Substantial and sustained increase in scope or institutional impact within the same level Leads a major initiative across multiple departments or divisions

All salary adjustments must be reviewed for alignment with the broader compensation structure:

  • Adjustments must remain within the established salary range
  • Consider the employee’s current position in the range (e.g., proximity to midpoint or maximum)
  • Ensure alignment with similarly situated employees
  • Avoid creating salary compression or inversion

Employees already positioned near or above the midpoint will typically receive adjustments at the lower end of the applicable range, unless a compelling business justification exists.

Decision Criteria Checklist

Before recommending a base salary adjustment, most of the following should be met:

  • Responsibilities remain within the same job framework, title, and level
  • The core purpose of the role remains the same, with expanded scope
  • Changes are not temporary or project-based

  • Measurable increase in scope, complexity, accountability, or communication and influence
  • Responsibility for a larger portfolio (e.g., additional program, function, or stakeholders)
  • Changes do not fundamentally alter reporting relationships or level expectations

  • Responsibilities are permanent and ongoing
  • Expanded scope is now part of the employee’s standard duties

  • Comparable roles are paid similarly or have received comparable adjustments
  • Adjustment does not create compression or inequity
  • Internal equity review supports the recommendation

  • Updated position description reflects the expanded scope
  • Clear “before and after” comparison of responsibilities
  • Written justification aligns with organizational need

How This Differs from Other Salary Actions

  • Promotion: Used when the role advances to a higher career level
  • Additional Duties Adjustment (this section): Used when scope expands within the same level
  • Stipend: Used for temporary or project-based responsibilities

Quick Decision Guide: What Action Should I Take?

  • Temporary (project, backfill, short-term need) → Stipend
  • Permanent → Go to Step 2

  • Yes - aligns with next career level (Work Dimensions) → Promotion
  • No - remains within same level → Go to Step 3

  • No - normal job growth → A base salary adjustment is not supported
  • Yes - expanded scope within same level → Base Salary Adjustment (2%–10%)

If you are unsure whether the change qualifies:

Retention or Counteroffer-Based Adjustments

Retention or counteroffer-based adjustments may be considered when the University is actively competing to retain critical talent. These adjustments are a form of market-based salary action and are evaluated within the context of the Rebel Job Framework and the Rebel Administrative Faculty Compensation Schedule, including the employee's Rebel Title, Career Stream, Career Level, and Grade.

A retention adjustment may be warranted when an employee presents a bona fide, documented offer. The competing role will be evaluated for comparability in scope, level, and responsibilities.

The Division of Human Resources will review the documented offer and provide a recommendation within three (3) business days of receipt. All proposed adjustments:

  • Must maintain internal equity within the same Rebel Title, Career Stream, Career Level, and Grade
  • Salary increases should not exceed 10% of the maximum of the assigned Grade, Career Stream, and Career Level.
  • Salary increases greater than 10% require approval from the appointing authority and President.

  • Adjustments are evaluated on a case-by-case basis
  • An employee will generally not receive more than one retention adjustment within a 24-month period
  • Retention adjustments should not be used as a substitute for promotion, reclassification, or other salary actions tied to changes in role scope or level

When an internal candidate is being considered for multiple roles within the University, compensation decisions will be guided by the Rebel Job Framework to ensure consistency, equity, and alignment with institutional compensation principles.

Salary placement for internal movement is based on:

  • The selected position's classification (Rebel Title, Career Level, and Grade)
  • Established salary placement guidelines
  • Internal equity within the hiring department and across the institution
  • The applicable salary range for the designated Grade and Career Level within the relevant Career Stream

Salary placement for internal movement will not exceed 10% above the maximum of the designated Grade and Career Level within the applicable Career Stream.

The Division of Human Resources will coordinate as needed to ensure:

  • Consistent application of compensation practices across all departments
  • Alignment with the Rebel Administrative Faculty Compensation Schedule (RAF) or Rebel Administrative Faculty IT Compensation Schedule (RAF-IT)
  • Prevention of salary compression, inversion, or inequity resulting from internal movement

Internal Equity Adjustments

Internal equity is one of the most misunderstood concepts in compensation. Equity means consistent pay for comparable work, not that everyone at the same level gets paid the same.

Equity reviews are conducted without regard to sex, race, age, or any other protected characteristic. Any pay difference identified through a valid equity review must be attributable to a legitimate, job-related factor applied consistently across similarly situated employees.

Comparator criteria are strict by design. A request that compares a P3 to an M3, or compares two people with the same title but very different experience levels, will not be accepted as an equity review. The comparator must be defensible.

Criterion Definition Why It’s Important
Same Rebel Title Must share the exact Rebel classification title Ensures roles have the same core purpose and function
Same Career Stream & Level e.g., P3 vs. P3 — not P3 vs. M3 Ensures duties, scope, and impact are truly comparable
Similar Tenure & Experience Comparators should have similar relevant experience Avoids skewed comparisons based on significantly different backgrounds

The comparator must share the same Rebel classification title and substantially equivalent job duties. A "similar" title is not sufficient. Business Title alone does not determine comparability — nor does it override comparability where actual duties are substantially equal. If an employee believes they are performing the work of a higher-level position, that is a promotion conversation, not an equity conversation. The following do not qualify as the basis for an equity review:

  • Comparing yourself to someone in a different Rebel title or higher/lower level
  • Differences attributable to seniority, applied consistently under an established practice
  • Differences due to bona fide job-related qualifications or specialized skills demonstrably required by the role
  • Market premiums that are documented, job-related, and applied consistently
  • Comparisons based solely on length of service

Here’s an example using a Student Success Advisor, P3 to make the comparator rules concrete.

Position: Student Success Advisor, P3 | Requesting equity review based on pay relative to two peers
Valid Request Not Valid — Does Not Qualify

Comparators: Two other Student Success Advisors, P3, with similar tenure and experience

Why valid: Same Rebel Title, same career stream and level, similar backgrounds

Outcome: HR analyzes essential functions, years of experience, tenure, credentials, and market data. If a gap exists and is not justified by legitimate differentiators, an adjustment may be recommended.

Scenario A: Comparing to a Student Success Advisor, P4 (different level)

Scenario B: Comparing to an Academic Advisor, P3 (different Rebel Title)

Valid request: all three comparator criteria are met, same title, same level, similar backgrounds. The process is: HR reviews essential functions, years of experience, tenure, credentials, and market data. If the gap is real and not explained by legitimate differentiators, an adjustment may follow.

Scenario A: comparing across levels is not equity, it's an aspirational claim. If the employee believes they are doing P4 work, the path is a classification review, not an equity request.

Scenario B: different Rebel Titles have different job profiles even if the day-to-day work feels similar. The framework uses titles as the anchor for equity comparisons.

The following factors do not independently justify a base salary adjustment under the Rebel Job Framework:

  • Educational attainment, credentials, or certifications not required for the position
    • Attaining a degree or certification does not automatically result in a salary increase
  • Employee performance alone
    • Strong performance is recognized through the merit process, not through base salary adjustments
  • Changes in business title only
    • Updates to a business title without a substantive change in job responsibilities or work dimensions do not warrant a salary adjustment

Salary adjustments must be based on changes in role scope, level, internal equity, consistent with the Rebel Job Framework and Rebel Administrative Faculty Compensation Schedule.

Compliance Note

Salary decisions must comply with applicable law, including prohibitions on the use of prior salary history in compensation decisions.

Roles and Responsibilities

Departments & Hiring Managers

  • Develop accurate PDs
  • Coordinate with HR
  • Ensure work aligns with classification

Human Resources

  • Reviews decisions
  • Maintains structure
  • Ensures consistency and compliance

Job Framework: Rebel Learn

Human Resources has developed a series of self-paced Rebel Learn modules to help staff understand and navigate the new Rebel Job Framework, including its key components and related changes. Visit the Rebel Learn Modules to explore these resources and learn more.

Related Resources