Job Framework Redesign Strategic Initiative

What is a job framework?
A job framework is a structure for grouping jobs within an organization. Yale’s job framework redesign will address only managerial and professional (M&P) roles.

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; and in Workday, your position will be grouped within the “job family” most closely aligned with your work. This may or may not reflect the department you work in. . For example, if you are an Accountant 3, your position will be grouped in the Finance job family, whether you work in central finance or a particular unit.

Learn more about the elements of a job framework. (information forthcoming)

How does this benefit me as an employee?
This will help make great opportunities that require your current skillset clear across the university if you want to move to a similar role in another unit. It will also make clear the competency level you need to possess for a given skill to advance your career or change careers within Yale. This information will help you leverage available learning and development opportunities to help you reach your goals.

How does this benefit me as an employee?
This will help make great opportunities that require your current skillset clear across the university if you want to move to a similar role in another unit. It will also make clear the competency level you need to possess for a given skill to advance your career or change careers within Yale. This information will help you leverage available learning and development opportunities to help you reach your goals.

Will my job responsibilities or reporting structure change?
No. This project does not impact your work or how you are managed. It only affects the way your position is classified in Workday. Your job profile will be an accurate description of your job function. It won’t be department-specific.

Will my salary or benefits change due to the JFR?
No. Your current salary and benefits will not change as a direct result of the JFR. However, during the JFR, regular performance management and compensation processes will continue, and it’s possible that in certain cases, those processes will be informed by information that is produced as a result of the JFR. For example, a review of your job profile might identify additional responsibilities that you have taken on that have not been reflected in your base pay.

How does the JFR program potentially impact future compensation?
As part of this project, Yale is establishing a way to ensure that the market informs future compensation and is adaptable to market changes.

I’ve heard about past efforts to redesign Yale’s job framework. What makes this the right time for the redesign?
Life and work are different in the post-COVID world. It’s a competitive job market out there, and Yale needs to attract and retain the best and brightest to remain a premier institution of higher learning globally. This redesign will make hiring faster and easier and contribute to the type of employee experience that encourages retention among our talented team by supporting career growth and development. In addition, the JFR supports several other strategic initiatives currently underway that are related to recruiting, learning, and the university’s Finance function.

When will we hear more about the finalized architecture?
We are looking to the summer of 2025 to begin communicating specifics about the architecture.

For the structure to reflect work performed across Yale, the initiative has identified job families encompassing all university functions. A group of experts will consult for each job family to ensure that all positions are reflected in these job families and that job profiles are accurate. Experts include Job Family Authorities (senior leaders with visibility into the work of the job family across the university), Job Family Stewards (individuals who are closer to the work of the job family and who will coordinate with managers who oversee work within the job family), and Aligned HRBPs (the HR business partner responsible for the department that contains the majority of jobs within the job family).

In addition, this governance structure will remain in place to identify, vet, and approve future changes to the architecture.

Learn more about the role of Job Authorities, Job Stewards, and Aligned HRBPs.