job architecture


A job architecture combines general requirements for job levels with family- and position-specific requirements for the individual position. This is a tailor-made structure for each organisation, in which the level requirements are often derived from an analytical job evaluation and formulated in the language of the respective organisation.

The relevant requirements of the existing positions are determined by a job evaluation. Aditionally, job families, job titles, and career path models are used in the design of the job architecture. Thus the general requirements for each level are known and only have to be supplemented with function-specific content from existing job descriptions.

A job architecture distinguishes itself from a pure job title structure though the description of the requirements for each level. Thus the five levels of professionals in our example are differentiated in the categories "professional knowledge", "experience", "problem solving", "process responsibility", "functional responsibility", and "people responsibility ".

A job architecture makes HR, managers and employees aware of career path possibilities and provides an easy to use and easy to communicate tool, which is the basis for reward management, personnel and organisational development and additional tools of modern personnel management.

Transparency of career paths, requirements and open positions is fundamental to counter the horizontal and vertical segregation of the internal labour market and to provide equal opportunity for women and men.

advantages of a job architecture

  • Precise structure for the own organisation by combining general level requirements as well as family and position-specific duties and responsibilities.
  • Core tasks can be provided in any level of detail, which makes this approach compatible with appraisal interviews.
  • Simplifies level assignment and communication of results
  • Uniform title structure can easily be linked
  • Basis for global and job family specific competency models
  • No ongoing license or consulting fees
  • Resilient: As the level requirements are derived from the analytical job evaluation, an analytical job evaluation can be done with a compatible system (gradar) to settle (e.g. equal pay) disputes.
job description example
Example of a job-description containing function-specific information and descriptions of general requirements that were derived from gradar.
Please click on the picture for a full-size pdf-view.

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