IT Career Framework Job Description Workshop A AV

IT Career Framework Job Description Workshop

A AV Specialist Systems Admin II Systems Architect Sn Systems Admin Sn Systems Analyst Systems Analysis Systems Admin I Systems Analyst II Support Analyst Systems Analyst I Sn Support Analyst QA Architect Sn QA Analyst QA Analysis Support Analyst II QA Analyst II Program Manager Sn Project Manager II Project Management QA Analyst I Project Manager I Network Architect CIO Network Analysis Project Coordinator Sn Network Analyst Director Leadership and Management Network Analyst II Senior Manager Sn Ent Arch Enterprise Architecture Network Analyst I Manager F Team Lead G Enterprise Arch II Database Enterprise Arch I Database Architect Sn Database Admin Client Svs Database Admin I Sn CS Manager E 2 Database Analyst CS Manager Sn Business Analyst II Business Analyst I AV Analyst Applications Architect Business Analysis Support Analyst I C Sn Programmer Analyst E AV Services Support Coor B Applications Development AV Coordinator D Programmer Analyst II Lvl Programmer Analyst I The IT Career Framework Systems Administration Ex H

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 Ladder -Locate ladder. Read description -Based on current level, locate JDs that apply (likely 2) 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

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 <enter expected timeline for events> 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