The new job framework organizes jobs at UW–Madison into job groups, job sub-groups, and job title sets. It provides a structure for organizing jobs consistently while following the TTC Project guiding principles.
A job group is made up of jobs that involve similar work and require similar training, skills, knowledge, and expertise. Each job at UW–Madison belongs to a single job group, which is determined based on the answers to the following questions:
1) Why does the position exist?
2) What are the most important duties in the position?
3) What duties take up most of the time?
A job sub-group consists of jobs within a larger job group. Job sub-groups describe specialized functions. Each job is mapped to a single sub-group within a job group.
A job title set is a grouping of related job titles with increasingly complex responsibilities and organizational impact within the same job sub-group or sub-family.
There are 8 possible career levels in the title sets structure. Most title sets will have 3-5 levels. Levels do not represent pay grades. Instead, they show increasing responsibility and requirements within a job title set. Career levels are determined by the following criteria:
- Is this department-level, division level or campus level
- Level of complexity of job tasks
- How many people and campus areas are impacted by this position
The job framework uses standard job descriptions to show work that is common, usual, and regularly found in the university. The majority of the work done by employees at UW–Madison is described using standard job descriptions. The benefits of standard job descriptions include:
- Greater consistency for similar jobs
- Easier to map jobs to relevant markets
- Less time to create job descriptions
- More contemporary language
- Clear career development opportunities