How to create a job family Framework

An explanation of the different parts of the Career Frameworks

Career Frameworks aim to support your career whether you are based centrally or work in a Faculty, Department or Division. They provide clear and consistent information to help you to develop, and to plan your progress.
 
Depending on where you are in your career journey, the Frameworks could be used to inform conversations with your Line Manager by providing a foundation for discussions about your ongoing training and development needs, or preparation for the next stage in your career. 

The Frameworks are organised in the following categories:

Job families

Each Career Framework encompasses different job families that cover a range of roles across UCL Professional Services.

A job family represents a group of jobs that operate at different levels, but have similar professional characteristics. Although the level of responsibility and experience will differ, the essential nature of activities carried out is consistent across the job family, and there is a reasonable expectation that people would progress within the job family between levels. It is worth noting that some general roles may be related to more than one job family.

The Career Framework uses five levels of seniority to describe career paths. These are displayed with associated indicative UCL grades for clarity. Not all job families will spread across all job levels, but a viable job family should contain three levels as a minimum.

• Browse through our Career Frameworks

Experiences 

The experiences section indicates the kind of activities and responsibilities that people are very likely to have experienced professionally when they are operating at this job level. This should provide job-level based information for each job family, rather than describe individual jobs.

The information is therefore not exhaustive, and is focused on general indicative experience rather than job-specific tasks. For details around specific jobs you will need to refer to individual job descriptions (look at the UCL Recruitment pages on the HR website for further details). Please note that similar experience may be present across several levels, differing in context and complexity.

• Search for specific job roles at UCL

Transferable skills and competencies

The Transferable Skills and Competency Framework supports a flexible professional approach to career planning through highlighting abilities, attributes and behaviours that underpin effective performance. They give a preliminary basis for identifying where transferable skills could be helpful to job mobility, and provide a starting point for understanding strengths. These skills can be developed and refined through working experience or learning interventions as part of Personal and Professional Development. 

• More about the Transferable Skills and Competency Framework

Developing personal and professional skills

Each Career Framework highlights three ways in which Professional Services staff can actively develop their personal and professional skills:

1. On the job learning (learning by doing)
2. Learning from others (through observing and interacting with other people or groups)
3. Formal learning (classroom based)

New learning can be obtained through a range of Career Experiences, such as working on small projects within or outside of a team, or a combination of the different forms of learning indicated above. The Frameworks provide a number of suggestions for each job role on activities which may support personal and professional development at all levels. 

• More about learning and development opportunities at UCL

UCL Ways of Working

The 'Ways of Working' describe how we work, the ways in which we do our jobs and relate to each other, our colleagues, students and stakeholders.

The Ways of Working are based on UCL’s values and culture, and are key to supporting our 2034 goals. These were identified in consultation with members of staff across UCL, and indicate ways of working that are likely to support a successful career at UCL at each level of the organisation. 

Human Resources provides monthly updates about the status of the OA Job Family Framework Project to keep the campus community apprised of the latest developments and to forecast next steps.

View Most Recent Update: February 5, 2021

Human Resources has launched the second phase of the Officer of Administration (OA) Compensation project. The first phase of the project resulted in the implementation of salary bands for OA positions in 2016. The salary bands were reviewed and updated in fall of 2018.

The second phase of the project will expand upon the work completed in phase one and create a job family framework that offers enhanced visibility and transparency about placement, growth and career advancement opportunities.

Purpose & Goals

The OA Job Family Framework Project has three primary goals:

1. Clarity: To retain and attract talent by creating a structure that clarifies how OA positions across campus relate to each other and improve an OA's ability to evaluate job opportunities at the University of Oregon.
2. Consistency: To enhance transparency, consistency, and efficiency of compensation decisions by developing a structure and tools for units and HR to use when creating and evaluating new and revised position descriptions.
3. Compliance: To support the university’s goal to compensate OAs fairly and equitably and ensure continued compliance with the Oregon Equal Pay Act.

Process

The completion of this project will be the collective effort of an advisory committee, an HR project team from University Human Resources, and Segal consultants. For more information about the role of each group, visit the project overview webpage.

Project Overview

Advisory Committee

FAQ

Unit Review Process

Human Resources has started the next step in the review process as we work towards the development of the OA Job Family Framework, which involves a collaboration with unit leadership and their designated representatives. The first round of review began in the winter of 2020 and focused on job families and job functions.

In this second step, unit leadership and their designated unit representatives will review the placement of OA positions into a job level within their assigned job family and function. They will also have the opportunity to take a second look at the families and functions assigned to each OA position within their unit based on feedback provided in the first round of review. This second step of the review process is expected to continue through spring term.

Unit Review Guidance

Stakeholder engagement

The collective effort of the advisory committee, HR, and the consulting firm requires the input and thoughtful contributions of many. Throughout the project, stakeholders, including officers of administration, will be engaged in the process in various ways.

Listening sessions were conducted on May 1 to allow OAs to engage in this project and provide insight and feedback. The presentation slides used at the sessions provide context for the discussions. Common themes from the feedback provided by the campus community are outlined in the Where are we now? post.

Campus constituents are welcome to provide comments, feedback, or ask questions at any time throughout the duration of the project.

Submit Feedback

Project Timeline

The OA job family framework project will be ongoing over the next 18 to 24 months as we conduct a comprehensive review of OA positions and engage many stakeholders in the process. We expect the job family framework to be fully implemented by the end of calendar year 2020.