After the successful completion of all six phases of the Job Family Architecture project, similar WVU staff positions will be grouped into "job families" in an effort to simplify and standardize how positions are categorized at the University.
The Job Family Architecture project will create a job architecture to include establishing job structure, career ladders/levels, title standards and mapping of incumbents to the family/level structure.
Phase 1: Planning and Initiation
This phase includes the finalization of project scope, objectives, stakeholder involvement, deliverables and timeline.
Phase 2: Understand the Current State
This phase includes analyzing current classification data and documentation and conducting interviews to understand the context of the current structure and the work that has been completed to date.
Phase 3: Analyze and Design Job Architecture
This phase includes confirming job families and sub-families, developing career ladders and level guide, mapping titles and proposing titling standards and conventions.
Phase 4: Develop/Update Job Profiles
This phase includes affirming the job profile template and drafting a set of job profiles to be reviewed with functional subject matter experts and stakeholders.
Phase 5: Implementation and Change Management Planning/Campus Socialization
This phase includes creating a roadmap for communicating the new architecture and any related changes on a timeline that is coordinated with other aspects of the WVU Modernization Program.
Phase 6: Initial Mapping Incumbents to New Architecture
This phase includes performing a first round of mapping incumbents to job profiles, which will be validated with unit managers closer to the launch of the new ERP system.
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Neeley Clelland, Team Lead and Talent and Culture Program Manager for
Strategic Partnerships
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Rebecca Meyer, Team Lead and Director of Compensation Administration
for the Division of Talent and Culture
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Lori Blasinsky, Chief of Operations for Eberly College of Arts and Sciences
- Jaime Bolyard, Assistant Director of Compensation Administration for Division of Talent and Culture
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Chris Boyer, Professional Technologist for Information Technology Services
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Jackie Bumps, Senior HR Partner for Division of Talent and Culture
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Lisa Castellino-Gergich, Associate Vice President for Academic Affairs
- Amanda Donnelly, Assistant Director of Talent Strategy for Division of Talent and Culture
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Angela Henderson, Program Assistant for World Languages in Eberly College
of Arts and Sciences
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Wendy Opaska, Compensation Specialist for Division of Talent and Culture
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Melissa Pappas, Assistant Director for Health Sciences Budget and Planning
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Elizabeth Slavensky, Senior Specialist for Division of Talent and Culture
- Chris Staples, Executive Director of Academic Personnel for Academic Affairs
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Katie Stores, Assistant Vice President for Research
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Cody Walker, Compensation Specialist for Division of Talent and Culture
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Jared Wood, Executive HR Partner for Division of Talent and Culture
| Timeframe | Work to Complete | Status |
|---|---|---|
| February-March 2022 | Phase 1: Planning and Initiation Phase 2: Understand the Current State | Complete |
| April-June 2022 | Phase 3: Analyze and Design Job Architecture | Complete |
| July-February 2023 | Phase 4: Develop/Update Job Profiles | Complete |
| September 2022 | Phase 5: Implementation and Change Management Planning/Campus Socialization | Ongoing |
| Winter 2023 | Phase 6: Map Existing Jobs to New Architecture | Upcoming |
The WVU Modernization Program's Job Family Architecture project seeks to simplify and standardize how positions are categorized at West Virginia University by grouping similar staff positions into “job families.” The project's cross-functional design team has established a job architecture prototype as well as definitions for how staff jobs will be categorized at the University.
View Job Family Architecture Components