The University of North Dakota (UND) is set to implement a new job architecture framework aimed at improving the organization of roles within the institution. This plan, announced by President Andrew Armacost, will provide a clearer structure for job classifications, enhancing how positions are defined and interconnected across the university. The implementation phase is scheduled to begin in February 2024.
During a recent virtual town hall, Karla Mongeon-Stewart, who represented Associate Vice President of Human Resources Peggy Varberg, elaborated on the framework’s goals. The new structure will categorize jobs into defined families based on similarities in experience and educational requirements. Mongeon-Stewart stated, “What we are trying to accomplish through this process is establishing consistent standards across the campus for positions.”
The initiative seeks to facilitate career progression for employees by creating clear career streams and levels for various roles. This approach aims to standardize job titles and responsibilities across different departments, ensuring that similar positions are treated uniformly regardless of their location within the university.
Another significant aspect of the framework is its focus on enhancing transparency in evaluation and compensation. Employees will have access to information regarding their placement within the job architecture, including required skills, responsibilities, and potential career paths. According to Mongeon-Stewart, this visibility will empower staff to understand their position and the steps needed for advancement.
There has been some concern regarding the timeline for developing this framework. Mongeon-Stewart addressed these apprehensions, emphasizing the commitment to creating a robust system rather than rushing to implementation. “The reason it is taking so long is really about our commitment to getting it right,” she noted, highlighting the importance of thorough planning to avoid potential issues in the future.
Phase one of the project, which took place in 2024, focused on ensuring that the framework complied with protected class issues. The current phase involves a comprehensive review of existing positions and titles, ensuring that all details are accurately captured before the rollout.
Training for supervisors will accompany the framework’s launch, equipping them with the knowledge needed to navigate the new architecture and ensure proper classification of positions. Mongeon-Stewart expressed optimism about the changes, 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.”
As the University of North Dakota prepares for this significant shift, the administration emphasizes the potential benefits for both staff and the broader campus environment. The new job architecture framework is expected to enhance employee satisfaction and establish UND as a preferred workplace.
