Career Roadmap Resources - Human Resources at Ohio State
Frequently Asked Questions
These Frequently Asked Questions are based on questions submitted via the Career Roadmap Ask a Question form. This page will be updated through launch, scheduled for January 2021.
Career Roadmap is a comprehensive job family model and pay structure that will provide visibility to career paths for managers and staff to foster equitable, consistent compensation practices across the university and medical center. With an expected January 2021 launch, Career Roadmap will enable Ohio State to recruit, retain and inspire the talent needed to fulfill our mission.
HR’s role in Career Roadmap is to help build a comprehensive job catalog including functions and sub-functions for all in-scope jobs. HR professionals may be called upon to give input on the development and descriptions of job functions and further engage other organizational resources. In addition, they will help gather existing position descriptions, organization charts and other material to assist in developing job functions. HR Professionals will work with HR Compensation to review drafts of the job functions and suggest changes.
Managers help ensure the Career Roadmap job catalog provides relevant job profiles for their in-scope employees. Additionally, managers will be asked to help verify their positions and how they are mapped in the job catalog. Finally, managers will need to understand Career Roadmap and explain the changes to the in-scope employees.
Career Roadmap will help employees visualize and plan their future at Ohio State. Employees may be called upon by their managers to assist with clarifying some of the details of their position.
HR Professionals will be able to view evolving drafts of job functions on the Career Roadmap website. This will provide insight into what has been completed, what is in progress and what reviews are coming up next. HR professionals will have access to the Position Mapping Tool in mid-2019.
Managers will be able to view evolving drafts of job functions on the Career Roadmap website. This will provide insight into what has been completed, what is in progress and what reviews are coming up next. Managers will have access to the Position Mapping Tool in fall 2019. Your HR partner will reach out to you when it is time to verify your positions within the mapping tool. You will have a designated time window to explore your positions and ensure we have everyone classified appropriately.
Employees: You will be able to view evolving drafts of job functions on the Career Roadmap website. This will provide insight into what has been completed, what is in progress and what reviews are coming up next.
The intent is for job profiles to replace the University Classification Specification. Because job profiles will be linked to the Career Framework, they will more closely align with external survey data. However, the need for a “desk-level” description of each position will continue and will be documented within Workday.
Ohio State maintains a large survey library from top HR consulting organizations and relevant industry associations. The HR Compensation team will price jobs based on recognized best practices using survey sources relevant to the market. Shared services functions (IT, Finance, HR, etc.) will be benchmarked against general industry sources. Functions unique to higher education will be benchmarked against academic or education sources. Similarly, health system functions will be benchmarked against health care sources. Our objective is to reference the job markets most closely related to those in which Ohio State competes for talent.
The scope of Career Roadmap focuses on staff positions across the medical center, main campus and regional campuses. It does not cover physician, faculty, union or student employee populations. There are no anticipated changes to faculty positions. For this project, we have defined faculty as all positions classified as faculty, such as tenure track, clinical track, lecturer and instructor.
Career Roadmap will cover staff positions that aren’t part of the physician, faculty, union or student populations. Career Roadmap may include research positions if they meet that criteria.
As Career Roadmap working teams encounter hybrid jobs, they will weigh two possible courses of action. First they may consider if it‘s appropriate to include the hybrid job in the job catalog. Factors to consider include internal and external job prevalence and ability to benchmark. Second, they may consider not including the hybrid job in the catalog. In this case, individuals would be mapped to the function and subfunction of closest fit considering principles such as which skill set is most predominant, carries the highest market premium or is most difficult to recruit or to train.
Glossary of Terms
The career framework is the job architecture behind the Career Roadmap. It provides a consistent way to assign career levels to jobs and to value jobs. It also groups like jobs and provides the foundation to define career paths.
A broad grouping of occupational disciplines within the career framework. One example is information technology.
A recognized occupational discipline grouped under only one job function within the career framework. An example of a sub-function may be Application Development grouped under the information technology job function.
A career band groups a series of like jobs under a sub-function within the career framework in order to recognize the technical, clinical, specialized, managerial and executive career bands. For a description of each, please reference the Career Band Guide. Career bands are grouped into the individual contributor series and the people leader series.
A career level represents a significant step in an individual’s career progression. Career levels are defined consistently across the institution and apply to all job functions. The description of each career level is contained within the Career Level Guide for each career band. The description is articulated in terms of profile, knowledge, complexity, autonomy, interaction and minimum requirements for education and experience.
A unique combination of function, sub-function, career band, and career level equates to a job profile. Each job profile has a title used to describe the job within the career framework. The job profile description is composed of the job function and sub-function descriptions, the career band description, and the Career Level Guide description. The combination of this information describes the nature of the work within the discipline and the level at which the work is being performed.