Job Architecture is a standardized framework that organizes staff jobs across the University based on responsibilities, scope, skills, and education requirements. It creates a consistent structure that helps employees understand how roles are aligned, how jobs relate to one another, and how positions connect to the University’s salary structure.

Over time, job titles and role definitions developed inconsistently across departments. Currently, approximately 73% of staff job titles are unique, which creates challenges with:

• Understanding roles across units
• Aligning jobs to external market data
• Supporting transparency and equity
• Maintaining efficient HR systems

Job Architecture establishes a common structure that improves clarity, consistency, and long-term workforce planning.

No. The new Job Architecture will not change an employee’s assigned duties, workload, or reporting relationships. Employees should continue performing their roles as currently defined.

No. Current employee job titles will not change as part of this implementation.

However, as positions become vacant, standardized titles from the Job Architecture framework will be used for posting and hiring those positions. Individualized or custom titles will no longer be created for new positions.

There will not be any salary reductions or changes to pay as a result of the implementation of the new Job Architecture.

No. Job Architecture is a structural framework and does not override collective bargaining agreements.

For represented employees:

• Job Architecture does not change bargaining unit status
• Contractual provisions regarding wages, hours, and terms and conditions of employment remain in effect
• Any changes subject to bargaining will continue to follow established labor-management processes

Job Architecture provides a consistent internal structure that supports long-term planning and transparency. It does not replace negotiated salary schedules or contract terms set forth in the collective bargaining agreement.

A consistent job structure:

• Reduces confusion caused by inconsistent or misleading job titles
• Improves alignment to external market data
• Supports equitable grading and compensation decisions
• Creates clearer standards across departments

This helps ensure similar work is evaluated and structured consistently across the University.

• Job families group roles with similar types of work (e.g., finance, student services, IT).
• Job levels reflect differences in scope, complexity, responsibility, and required expertise within a family.

These distinctions help employees better understand role expectations and development opportunities.

Job Architecture improves visibility into career progression by clearly defining job levels and expectations. It does not guarantee promotion or advancement, but it helps employees understand:

• How roles are structured
• What skills and experience are associated with higher-level roles to help map professional growth
• How an employee may want to approach professional development

The Job Architecture framework is expected to go into effect in this summer. Additional communications will be shared prior to implementation.

Yes. Training will be available to staff, managers, and HR Partners prior to go-live.

Employees may notice:

• References to updated job families and levels
• An updated salary structure
• No changes to titles or pay

• Current job titles
• Day-to-day job duties
• Bargaining unit representation
• Contractual rights and protections
• Pay

Employees may contact:

• Their manager
• Their HR Partner
• Their union representative (for represented staff)
• Human Resources Compensation Team: hrpayrollhelp@american.edu

Additional resources and guidance will be shared as implementation approaches.