The University of North Dakota (UND) is set to implement a new job architecture framework beginning in February 2024. This initiative aims to enhance the organization of job roles within the university, creating a more cohesive structure for employees and their career development. President Andrew Armacost emphasized the importance of this change, stating that it will improve the overall employee experience and position UND as a workplace of choice.
During a recent virtual town hall meeting for faculty and staff, Karla Mongeon-Stewart, who is overseeing the project in the absence of Peggy Varberg, associate vice president of human resources, outlined the framework’s objectives. This new system will categorize roles into distinct job families based on similar experience and educational requirements.
Enhancing Career Development and Transparency
Mongeon-Stewart highlighted that the framework aims to establish consistent standards across departments. This means that similar positions will be recognized uniformly, regardless of the department in which they exist. “What we are trying to accomplish through this process is establishing consistent standards across the campus for positions,” she explained.
The implementation of the job architecture framework is designed to create clearer career streams and levels for similar roles, including those requiring varying degrees of experience. Furthermore, the initiative intends to enhance transparency regarding job responsibilities, required skills, and potential progression paths for employees. Mongeon-Stewart noted that this information will be accessible in a public format, allowing employees to understand where they stand within the new structure.
Commitment to Precision and Fairness
Concerns regarding the timeline for developing this framework have surfaced among the university community. In response, Mongeon-Stewart reassured attendees that the extended duration is a reflection of the team’s commitment to accuracy and thoroughness. “The reason it is taking so long is really about our commitment to getting it right,” she stated, emphasizing the desire to avoid any need for revisions once the framework is rolled out.
Phase one of the project, which took place in 2024, focused on ensuring that the new framework would not conflict with protected class issues. The current phase involves a comprehensive review of positions and titles across the campus. Mongeon-Stewart confirmed that the implementation phase will commence in February, with university leaders receiving detailed information for their reviews.
Supervisors will also undergo training to ensure they fully understand the new job architecture, allowing them to classify positions correctly and navigate the new framework effectively. Mongeon-Stewart expressed optimism about the potential benefits of the initiative, stating, “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.”
This strategic initiative marks a significant step for UND as it strives to improve employee experiences and career trajectories within the university. The commitment to transparency and consistent standards reflects a forward-thinking approach to workforce management that could serve as a model for other institutions.
