Methodology
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      Job Architecture Overview

      At its most basic, a job architecture establishes the framework of jobs, and does a number of things, including:

      • Organizes jobs and levels

      • Defines job functions/families, subfamilies, titles, and codes

      • Helps define HRIS data requirements

      • Anchors HR processes (rewards, performance management, workforce planning, etc.)

      • Creates career paths and insights into career opportunities for employees

      Offers's job architecture outlines a hierarchy of jobs most often used by companies to manage talent and includes four major components - streams, levels, functions and job families - defined below. You can click on each element to view additional details.

      Job Architecture Element Definition
      Stream

      Used to distinguish between types of careers - typically individual contributor or manager.

      Offers includes four career streams:
      • Executive
      • Management
      • Professional
      • Support
      Level

      Within each stream there are a defined set of job levels, which are used to relay the hierarchical position of a job, and recognize the incremental changes in job scope and responsibility.

      Offers includes 19 levels:
      • Executive: Four levels (E1 - E4)
      • Management: Five levels (M1 - M5)
      • Professional: Six levels (P1-P6)
      • Support: Four levels (S1-S4)

      Function

      		 Functions group job families based on work disciplines and are generally recognized major professional areas, often requiring a unique set of skills.
      Job Family Grouping of similar jobs within a functional area that uses a similar body of knowledge. Is not synonymous with organizational structure or reporting relationships, rather cuts across business units and geographic boundaries.

       

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