The Job Framework Redesign Project gained the approval and support of the President’s Cabinet of Indiana University.
Five job families were selected for a pilot project to test our approach and to help determine gaps and opportunities in creating and implementing a new job framework. With continued feedback from key leaders, the pilot project will help inform and shape a job framework redesign process that can be consistently applied to staff job families across the university.
Initial project and advisory teams from across the university that will lead the work throughout the project were identified and engaged for their feedback and insights.
To help guide its initial work, the Human Resources Compensation team spent six months gathering feedback and valuable insights from key stakeholders across Indiana University, including: Human Resources professionals, Facilities leadership, College of Arts and Sciences leadership, fiscal officers, Medical School Vice Chairs, CWA, VPIT leadership, IU regional campuses, and others. Opportunities to provide feedback will continue throughout the project.
Based on input from Phase One—Discussion & Feedback, the Human Resources Compensation team began construction of a new job framework with clearly defined jobs, levels, and role descriptors. Advisory teams continue to provide valuable insights as the team’s work progresses.
A second pilot project will be looking at additional job families and working with key leaders to help determine gaps and opportunities in creating and implementing the new job framework. With continued feedback from key leaders in the given function, this second pilot project will help to further refine the redesign process for implementation that can be applied to all staff job functions and families.
The Design phase closes.
A new, transparent job framework for appointed staff employees will be introduced. Jobs, levels, and role descriptions will be clearly defined. Career development at Indiana University will be transparent, with tools to help staff employees and managers make informed decisions about promotional opportunities.
The Operationalize & Rollout phase closes.