The University of North Dakota (UND) is set to implement a new job architecture framework starting in February 2024. This initiative aims to redefine how positions within the university are organized and interconnected, improving clarity and career progression for staff and faculty. According to President Andrew Armacost, the framework is designed to enhance the overall workplace experience and make UND a more attractive environment for employees.
During a recent virtual town hall, Karla Mongeon-Stewart, who is overseeing the project in the absence of Peggy Varberg, the associate vice president of human resources, outlined the framework’s objectives. The new system will categorize roles by creating job families based on similar experience and educational requirements. Mongeon-Stewart emphasized that this structure will lead to more consistent standards across departments, ensuring that similar positions are treated equivalently regardless of their location within the university.
The implementation plan includes establishing clear career streams and levels for various positions, which will help delineate paths for professional development. Mongeon-Stewart stated, “What we are trying to accomplish through this process is establishing consistent standards across the campus for positions.”
One of the framework’s key goals is to enhance transparency regarding evaluation and compensation. Employees will have access to a publicly available resource detailing their roles, required skills, and potential career paths. Mongeon-Stewart highlighted that this initiative aims to guide individuals in understanding how they can progress in their careers at UND.
Concerns regarding the duration of the framework’s development have been raised, but Mongeon-Stewart reassured stakeholders that the extended timeline reflects a commitment to thoroughness. “The reason it is taking so long is really about our commitment to getting it right,” she explained. The first phase of the project, completed in 2024, focused on ensuring that the framework does not inadvertently create issues related to protected classes.
As the university moves into the implementation phase, departmental leaders will receive detailed information for their reviews to ensure nothing is overlooked. Supervisors will also undergo training to familiarize themselves with the new job architecture, its mechanics, and the classification process for positions.
Mongeon-Stewart expressed optimism about the framework’s potential impact. “We are very hopeful that, through this process, we do a better job of helping folks in our purview get career development and have a path to promotion and other job opportunities,” she stated. The university aims to provide clarity on the skills and abilities needed for advancement, thereby fostering a more supportive work environment.
Overall, the introduction of the job architecture framework at UND represents a significant step towards enhancing employee satisfaction and career development opportunities within the institution.
