What is a job framework?
A job framework is a way to organize and categorize positions across an organization. Yale’s Job Framework Redesign (JFR) addresses only managerial and professional (M&P) roles.
This work may set the stage for the inclusion of other university groups in the future, although that would be a separate effort.
Why is Yale embarking on a job framework redesign?
A 2023 assessment of the current structure revealed a need for a more consistent job profile catalog. The current job catalog has many single incumbent and broad, generic profiles, contributing to inefficient recruiting, unclear career pathways, and inconsistent compensation practices.
Implementation of this new job framework will provide benefits to stakeholders across Yale:
- An easy-to-navigate, concise job catalog enhances recruiting efficiency and effectiveness.
- Alignment of core and managerial competencies to job functions helps M&P employees identify professional development training that supports growth and career pathing.
- Insight into individual and team training needs helps managers encourage staff development and achieve objectives.
- Leader access to enhanced reporting and analytics aids in decision-making.
What type of job framework will Yale have at the end of the redesign?
M&P roles will be aligned across Yale based on the primary function of the work performed, regardless of where the job is located in the university. In Workday, positions will be grouped based on the job family, subfamily, and level most closely aligned with the work.
For example, someone in an Accountant III position will be associated with a job profile in the Finance job family.
How does this benefit me as an employee?
As an M&P staff member, the job framework is a tool you can use to:
- Better understand the job profile requirements necessary to excel at your position.
- Have more meaningful conversations with your manager regarding your career aspirations and development plans.
- Help gain insight into Yale’s wide range of job profiles and identify those that may interest you as part of your career journey.
- Over time, identify both the skills and competencies that will help position you for professional growth, including the expected level of proficiency needed to reach your goals.
What will and won’t change for employees?
| Things that will change for employees |
Things that will not change for employees |
| M&P employees will have greater insight into core, managerial, and – over time – functional competencies that can help them reach career goals. |
Department/unit role |
| Employees will have a better understanding of what people do across the university and where they fall within the structure. |
Job responsibilities |
| Job profile titles within Workday will be structured to be consistent with similar roles. |
Current salary |
| Some business titles within Workday may change. Guidelines will be provided to ensure business titles accurately reflect job function and level. |
Reporting structure |
Will my job responsibilities or reporting structure change?
No. This project does not impact your work, reporting structure, or department.
Does the JFR project include changes to individual salaries?
No. The JFR will not make any changes to your current salary.
How does the JFR program impact pay ranges?
Our current pay structure—salary grades or bands—defines both the level of a job and its pay range. The JFR will separate these two distinct characteristics of a job. As a result, each job will be assigned an appropriate level based on its scope and accountability. It will also be assigned an appropriate pay range that reflects current compensation, appropriate internal comparisons, and external comparators.
How was my job profile determined, and what if I disagree with it?
The employee mapping process was rigorous. Once the new job catalog was created, the JFR team took a first pass at mapping employees to the job profile that seemed most closely aligned with their functional work. To ensure that the correct job profile had been applied, the mapping was then reviewed by Human Resources Business Partners, Lead Administrators, senior department leaders, and other leaders who have been established as Job Family Authorities.
If you have a concern about the job profile you’ve been mapped to, it’s important that you discuss it with your manager, who may want to consult with your Human Resources Business Partner and unit leader. They can help determine if your concern warrants a review.
I’ve heard about past efforts to redesign Yale’s job framework. What’s different this time?
Over the past few years, Yale has invested in several “Strategic Initiatives” designed to optimize Operations. These include efforts that encourage learning and development, support effective financial stewardship, and attract skilled staff.
As an Operations Strategic Initiative, the JFR has the active support of university leadership as well as access to internal and external resources that will ensure our ability to complete this important work.
Furthermore, the JFR is essential to the full realization of other Strategic Initiatives by supporting faster and more effective recruiting and providing clearer line-of-sight to learning and development needs.
When will we hear more about the finalized framework and when will the project launch?
Communications are underway and will continue through launch in Fall 2026.
How will I be able to explore the new framework once it’s launched?
Initially, a navigation tool will filter job profiles by job family, career stream, and job title. The tool will include the requirements for specific jobs and the associated pay ranges.
It will also identify the specific core and managerial competencies, and proficiency levels, associated with each job profile. Specifics regarding these competencies will be discussed as we approach the JFR launch, but they are meant to help employees understand broad expectations for how work is performed at Yale. While they will not be a factor in performance reviews at this time, they will be a good guide to understanding Yale’s approach to cricital competencies.
Training on the navigation tool will be available to staff in Fall 2026.
This navigation tool will evolve over time. Ultimately, we want the tool to serve personalized recommendations on career paths.
Is the JFR part of a broader university effort to adapt to financial pressures associated with the endowment tax and grant funding?
No, the JFR is completely independent of any such efforts. The initial assessment phase of the JFR began in early 2023, long before either of those financial pressures materialized. Cost reduction is not a goal of this project.
From an Operations perspective, the JFR integrates closely with other successful strategic initiatives in finance, recruiting, and learning.
Who on campus is involved with this work?
The JFR is a strategic initiative enjoying representation across many departments at Yale.
