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Job Architecture Project

Overview

One of Virginia Tech’s four strategic priorities is to Be a Destination for Talent. To enable the university to attract, retain, and develop the best talent, we need to ensure that our positions are strategically aligned to enable our employees’ and organization’s success.  

To help in this effort, Virginia Tech is launching a job architecture project, which will look at and organize approximately 2,200 administrative and professional faculty (A/P) positions that include more than 1,600 uniques titles.

The scope of this project is on Virginia Tech A/P faculty positions, which do not currently have a classification structure; whereas, the university’s staff positions are based on the Commonwealth of Virginia classification structure. Teaching and Research (T&R) faculty positions are based on the college faculty ranking and structure that is outlined in the Faculty Handbook

The project will be conducted in three stages, the first of which is a pilot to test the implemention of a job architecture for A/P faculty positions. Each stage will have five phases: (1) Planning (2) Assessment (3) Design (4) Build (5) Implementation.

The pilot includes A/P faculty positions in Research, Information Technology, Advancement, and Academic Advisors. These areas account for about one-third of all A/P faculty positions. The project team is currently working to identify positions or job functions that will be reviewed after the pilot ends. More information will be available at a later date. 

Project outcomes

  • Provide employees career pathing options to grow in their career.​
  • ​Create a system that clearly articulates job functions, sub-functions, and disciplines.​
  • Introduce a consistent job titling methodology within these functions.​
  • ​Create a structure for aligning market-based compensation.​
  • Produce a valid set of position summaries and related qualifications for recruitment resources.

Project timeline - Pilot

Following is an overview of the job architecture pilot timeline:

  • February - Mid-March 2022 – Planning: Establish project plan and identify key stakeholders.
  • Mid-March - Mid-April 2022 – Assessment: Assess current state and understand desired future state. 
  • Early April - End of May 2022 – Design: Develop career framework and develop proposed job architecture. 
  • Mid-May - End of August 2022 – Build: Build salary structure and career map.

Project timeline - Remaining stages

  • Early July - Mid-August 2022 – Planning: Establish project plan and identify key stakeholders.
  • End of July - Mid-September 2022 – Assessment: Assess current state and understand desired future state. 
  • Mid-August - End of Ocotober 2022 – Design: Develop career framework and develop proposed job architecture. 
  • End of October - End of December 2022 – Build: Build salary structure and career map.

* Incremental implementation of job architecture will take place over time throuh spring 2023.

Project partner and selection process

Ernst and Young (EY) was identified as the technical consulting partner for this project because of their:

  • Deep industry knowledge and experience in compensation.
  • Dedicated higher education practice which has completed over 1,500 projects.
  • Ability to stay current with leading trends and innovations in higher education.
  • Ability to deliver far reaching results that help organizations to:
    • Align employee rewards and organizational goals.
    • Enhance talent acquisition and employee retention.
    • Increase clarity for career development and career planning.