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Overview
Tulane is implementing a comprehensive Job Architecture to strengthen our workforce infrastructure and support our move to Oracle Cloud. The framework standardizes how jobs are organized and titled across the university to enable clear career pathways, better alignment with market practices, and consistent job data for our systems. This launch applies to staff positions only, not faculty.
How the Framework is Organized
- Job Families: Groupings of related functions (e.g., Finance, IT, Research Administration, etc.)
- Career Streams: Operational, Business, Technical, Professional, Management
- Career Levels: Clear progression within each stream (e.g., I, II, III; Senior, Lead, etc.)
What’s Changing
- Standardized job titles across all departments.
- Specific, descriptive titles to align with market benchmarks.
- Consistent use of level indicators.
What's Not Changing
- Your current pay is not reduced due to this initiative.
- Your day-to-day responsibilities are not changing in this phase.
- Your reporting structure is not changing as part of this framework rollout.
Implementation begins January 2026
FAQs and Resources
For convenience, you can also download the full FAQ document here.
- What is Job Architecture?
Job Architecture is a standardized framework that organizes jobs into clearly defined families, levels, and career streams. It provides consistent job titles, descriptions, and classifications across the university to support workforce planning, talent development, and equal opportunity.
- Why is the university implementing a Job Architecture?
This initiative is essential for Oracle Cloud, which requires clean, consistent data across all systems. Beyond that, it will:- Establish transparency and consistency in job titling and leveling
- Enable clearer career pathways for staff
- Align structures with market benchmarks
- Support talent acquisition, retention, and development
- What are the main components of the Job Architecture?
- Job Families (e.g., Finance, Academic Support, Research Administration)
- Career Streams (e.g., Professional, Managerial, Technical, Administrative Support)
- Career Levels (e.g., Analyst I, II, III; Manager I, II)
- Standard Job Descriptions with core responsibilities and qualifications
- Will my job title change?
Titles may change to align with the new standardized structure.
- Will my pay change?
At this time, pay grades and compensation will remain the same, with no reductions due to this initiative.
- How will this affect my current responsibilities?
Day-to-day responsibilities will not change. The focus is on standardizing classifications, not altering your work.
- How will this benefit employees?
- Clearer job expectations
- Defined career advancement pathways
- Greater equal opportunity and fairness
- Transparency in hiring and promotions
- Improved ability to attract top talent
- What is the timeline for implementation?
- May–Aug 2025: Framework was finalized and engagement sessions were held
- Sept 2025: Department review of draft mappings
- Jan 2026: Final implementation with training/support
- 2026–27: Job description project
- Who is involved in development and rollout?
The Office of Human Resources, university leadership, department heads, advisory groups, and external compensation consultants.
- What if my new title doesn’t reflect my experience?
The initial rollout focuses on consistency for Oracle Cloud. In 2026–27, the job description project will address role-specific responsibilities and leveling.
- How can I provide feedback?
Share input with your supervisor or HR partner, or use the Job Architecture feedback form on the HR intranet.
- How does this align with Tulane’s mission?
Job Architecture strengthens infrastructure to enhance effectiveness, support academic/research excellence, and foster a fair, transparent workplace.
