Presentation on theme: "IT Career Framework Job Description Workshop LvlApplications Development AV ServicesBusiness Analysis Client SvsDatabaseEnterprise Architecture Leadership."— Presentation transcript:
LvlApplications Development AV ServicesBusiness Analysis Client SvsDatabaseEnterprise Architecture Leadership and Management Network Analysis Project ManagementQA AnalysisSupport AnalystSystems Analysis Systems Administration Ex CIO H Sn Ent Arch Director G Enterprise Arch II F Sn CS Manager Enterprise Arch I Senior Manager Program Manager E2 Applications Architect CS Manager Database Architect Manager Network Architect Sn Project Manager QA Architect Systems Architect E Sn Programmer Analyst Sn Business Analyst Sn Database Admin Team Lead Sn Network Analyst Project Manager II Sn QA Analyst Sn Systems Analyst Sn Systems Admin D Programmer Analyst II AV Specialist Business Analyst II Database Admin I Network Analyst II Project Manager I QA Analyst II Sn Support Analyst Systems Analyst II Systems Admin II C Programmer Analyst I AV Analyst Business Analyst I Database Analyst Network Analyst I Project Coordinator QA Analyst I Support Analyst II Systems Analyst I Systems Admin I B AV Coordinator Support Analyst I A Support Coor The IT Career Framework
Job Descriptions at UBC are both an art and a science
M&P IT Guidelines 1.Jobs at UBC are reviewed to determine what duties are performed and therefore what job family they are part of 2.There are 38 M&P Job Families on the UBC campus. Each Job Family has a description that correlates to M&P Occupational Guidelines. The guidelines are used to determine a position’s level by assigning minimums and scope that are unique to each 3.M&P IT guidelines have 8 levels from A-H
Overview - Aligning people to job descriptions Template -Look at summary and core duties -Pick the one that reflects the main focus of individual’s job > 50% Alignment -Elaborate on summary -enter specific duties currently performed by individual M&P IT Guidelines -Identify the individual’s current classification - enter remaining details into Job Description Individual JD Ladder -Locate ladder. Read description -Based on current level, locate JDs that apply (likely 2)
STEP ONE – Select a template 1.Look at the job ladder description to find the right ladder for the staff member. This should be the ladder that describes >50% of their job 2.Find the templates that align to their current compensation. There is likely 2. Choose the one whose summary and core duties most apply. 3.If you don’t find one that applies, contact HR before you start writing a new job description
STEP TWO – Specific Duties 1.Reflects the unique aspects of an individuals job 2.Follow the format outlined in the Hints and Terms document Goal is to be specific enough to be meaningful Generic enough to be flexible
STEP THREE – M&P IT Guidelines 1.Find the M&P IT Guideline that aligns to the staff members current compensation 2.Ensure language aligns to what is outlined 3.If you see some misalignment, which requires a reclassification, contact HR to help you through this process.
Pointers - Writing a JD for IT at UBC Be literal, not literary – clear, concise language Accuracy – don’t understate or overstate. Describe the position as it exists today Avoid technical terms, acronyms or abbreviations Use non-discriminatory language If it is less than 5% of the job, don’t include it.
Timeline Manager writes new job descriptions for staff based on CF Templates Department HR representative reviews and approves (or adjusts in conjunction with Manager) Forwards to UBC HR Compensation & Classification for processing Manager Schedules 1:1 with staff member to review newly aligned job description and competency expectations NOTE: you may want to complete a PDP at this point.
Where to find materials All materials are found on the itcareerframework.ubc.ca site