The Job Architecture categorizes every staff position using four key factors:

• Job family and sub-family – The type of work performed (e.g., Finance, IT, Student Services).
• Career stream – The function of the position within its family (e.g., professional contributor, or manager).
• Level guide – The scope, experience, knowledge, and responsibility associated with the position.

This system helps Human Resources and managers create and reclassify positions consistently across the University. For employees, it provides a clearer view of how roles relate to one another and where potential advancement opportunities may exist.

For employees, the implementation of the Job Architecture will not change the nature of your day-to-day work. Your responsibilities, working title, and reporting relationships will remain the same. 

It’s also important to note:

• The Job Architecture is not a step system. Career growth is not tied to years of service, and there is no automatic movement between levels or across career streams.  
• Classification & Compensation will update UVM pay bands to reflect the new system. There will be no changes to compensation resulting from the move to the new Job Architecture.
• Reclassifications and adjustments to compensation will follow the same process and take into account the same elements as before under the new Job Architecture. Please consult your employee handbook or union contract for more details.

The Job Architecture is designed to help you understand where your role fits today and what potential paths exist for the future.

• Identify opportunities. You may see pathways into different job families, career streams, or levels as your skills and experience grow.
• Explore advancement. The Job Architecture shows how advancement at UVM could look. As no two employees are the same, the next step may look different for everyone. Opportunities may come at a higher level in your current career stream (e.g., a level 2 to level 3), a change in job family or sub-family, or a move into a different career stream (e.g., operational contributor to manager).
• Leverage professional development. UVM offers training and resources to support your career growth. The Talent Development Center of Excellence provides free and discounted professional development opportunities, including workshops, certification programs, and  will soon offer competency-based learning packages. Many of these opportunities are asynchronous and self-paced. Many UVM employees also qualify for tuition remission and can take courses or enroll in programs at the university that can advance their careers. UVM staff also have access to professional development funds for additional opportunities, like conferences or certifications. Professional development funds are accessed through Staff Council or UVM Staff United (UVMSU members only).
• Work with the Employee Career Services Partner. This new role is available to meet with individuals interested in exploring career pathways or advancement opportunities within UVM.

The Job Architecture supports a more consistent, transparent, and equitable approach to classification and career growth at UVM. By clarifying how positions are structured and how advancement works, it helps employees and managers alike plan for the future.