#Amtrak Careers and Compensation

Top_10

The Top 10 Things to Know About the Amtrak Career & Compensation Structure

Amtrak’s new Career & Compensation Structures increases visibility into the knowledge, skills and abilities required to excel in individual functional roles and provides direct line of sight to future career paths and opportunities at Amtrak.

Here are 10 quick things you should know about the Amtrak Career & Compensation Structure:

  1. Reinforces the four principles of Amtrak’s compensation philosophy:
    • Marketplace Competitive
    • Pay for Performance
    • Career Progression & Growth
    • Transparency
  1. Creates the same anatomy for all Amtrak titles to ensure consistency and better align with titles commonly found in the marketplace. Amtrak’s titles consist of three parts:
    • Level – the hierarchal position within the career structure (e.g. Specialist)
    • Function – the job family or function to which the job is associated (e.g. Finance)
    • Organization Role – the essence of the job – is it usually paired with a function to more fully describe the nature of the work (e.g. Manager)
  1. Establishes consistent titles, organized into bands with zones defined by compensation at the marketplace median.
  2. Updates some Amtrak titles to more accurately reflect job content and marketplace best practice.
  3. Defines the core competencies required for every non-agreement role at Amtrak. That way, you know the knowledge, skills and abilities you need to be successful and you can identify development opportunities to help you close any gaps.
  4. Identifies the required behaviors, characteristics and abilities are outlined for each level based on Amtrak’s core competencies.
  5. Provides managers with a tool to guide their Performance Conversations and better support the development of their team.
  6. Creates a consistent framework to evaluate the three key components of compensation across the company.
  7. Validates compensation zones by using the marketplace median as the anchor for the midpoint and built the range around that marketplace analysis.
  8. Defines a salary range or zone that establishes the minimum, midpoint and maximum. The entire range is reflective of the marketplace and based on benchmarking data.

The Amtrak Human Capital team developed the Career & Compensation Structure with help from a cross-functional team. The team worked closely with Amtrak leadership and directors to review existing job documentation and consolidate job classifications and validate against the marketplace.

Are you ready to join the Amtrak team?

Search jobs by keyword or location at jobs.Amtrak.com now!