Job Architecture (JA) Overview

For TeamMembers

Actions:
• Facilitator setup instructions prior to the session
• In person session: prepare printed copies of the Job Family Groups/Job Families
(to make it easier to see); Career Streams and Levels document (with detailed
descriptions) for participants to reference during activity
• For virtual sessions: have digital copy of the Career Streams and Levels document
(with detailed descriptions) to share with participants to reference during activity

1
Welcome!

Key Messages:
• Welcome everyone to the session
• Address housekeeping items

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Key Take Aways
This session will cover:

• What is Job Architecture (JA)?

• Key components of JA
• Job Profiles vs Positions
• JA Change Impacts
• Next Steps

Key Messages:
• Discuss key takeaways

3
What is Job Architecture?

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Which of these career management challenges have
you (or others you know) experienced?

“I can’t easily tell what

my career path options “It’s not clear what
are.” skills and experiences I
“My manager and I have need to progress to the
differing perspectives on my next level.”
career advancement
opportunities.” “Why do I have a similar
job title to someone in a
more junior role?”

Actions:
• Lead a primer conversation with TMs to help them connect the dots on current challenges
that stem from the absence of a consistent JA

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Purpose of a Job Architecture (JA)
• A systematic approach to organizing and structuring jobs
• Provides a common language for categorization of jobs: type of work
and career level
• Creates a consistent, common team member experience across
employment lifecycle
• Creates a foundation for managing jobs which helps to:
 Improve transparency of career options
 Strengthen recruitment efforts
 Create targeted development opportunities
 Inform fair and effective compensation and total rewards practices and
programs

Key Messages:
• Job architecture (JA) is a systematic approach to organizing and structuring jobs.
• Foundational piece of Workday.
• In a Workday environment, job architecture will provide a “common language” for how all
jobs are categorized in our enterprise‐wide structure by type of work and career level. It
creates a consistent, common team member experience across the employment lifecycle.
• JA creates a foundation for managing jobs, improving transparency, strengthening
recruitment efforts, creating targeted career development opportunities, inform fair and
effective compensation, and total rewards practices and programs.
• Can builds processes and rules based on type of work and new career levels

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Key Components of JA

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Job Family Groups and Job Families: Overall Profession & Discipline
General Finance & Communications Sales & Product Customer Service
Audit Human Resources Creative & Design Facilities
Management Accounting & Marketing Development Operations
Business, Management & Legal, Compliance & Audit Finance & Accounting Human Resources Communications & Creative & Design Sales & Product Customer Service Facilities Leadership
Operations Leadership Leadership Generalists Marketing Leadership Leadership Development Leadership Operations Leadership
Business Strategy & Legal Finance Generalists Human Resources Communications & Public Media/Communications Office/Campus
Planning Operations Sales Customer Service Management, Custodial,
Internal Audit Relations Creative & Design Customer Relationship
Financial Control Product Development Repair & Maintenance
Operational Support Payroll Corporate & Government Advertising Creative, Management, Issue
Compliance Management Accounting Design & Production Field Sales & Account Property, Facilities & Asset
Administration Affairs Resolution & Account
Talent Acquisition Management
Environmental and Accounting Film/Show/Program Activation Security
Talent Management & Event Planning Account & Client
Employee Health & Safety Design, Editing & Customer Service
Tax Organization Market Research & Management
Production Operations & Training
Treasury Development Analysis Insurance
Web/New Media Sales Training
Accounts Employee/Labor Advertising & Marketing Creative & User Interface
Relations & Diversity Remote/Telesales & Underwriting & Loss
Payable/Receivable Digital Marketing & Design Account Management Control
Loan Servicing Total Rewards Ecommerce Architecture & Sales Operations/
Product Marketing Interior/Landscape Administration Claims Services
Investor Relations Training
Design
Project / Program Quality Supply Chain & Management, Property
Technology Engineering Trade Development & Investment Construction Mortgage Lending
Management Management Transportation
Technology Leadership Project/ Program Quality Management Technical Product Real Estate Management, Construction Leadership Mortgage Lending‐ Sales
Supply Chain Leadership Plant Management
Management Leadership Leadership Development/Research Property Develop. & Mortgage Loan
Supply Chain Planning & Manufacturing Labor, Construction Services
Technology Generalists General Business Business Process/Service Operations Investment Leadership processing
Operations Production, Processing &
Technology Architecture Project/Program Quality Engineering Disciplines General Real Estate Skilled Construction
Assembly Mortgage Audit/ Review
Management Manufacturing/Product Procurement Engineering Management Trades & Site Laborers
Technology Analysts Production Planning &
Engineering & Technical Quality Logistics Technologists & Heavy Equipment Mortgage Closing
Control Real Estate Acquisition,
Technology Security Project/Program Vendor Quality General Transportation Technicians Operations Credit & Lending
Post Planning & Development
Technology Infrastructure Technology General Business Quality Services Engineering Design Assembly/Construction Mortgage Lending
Real Estate Asset &
& Systems Administration Project/Program Management Road Transportation Services Repairs Collections/ Recovery
Investment Management
Technology User Support Management Air Transportation & Joint Engineering & Machine Operations Default Servicing
Construction & Property Technical Leadership Property Management
Data Management & Maintance Manufacturing Plants Mortgage Lending
Development Labor, Repair & Real Estate Title, Closing &
Reporting Warehousing & Leadership
Project/Program Contracts
Software Engineering Distribution Maintenance Trades
Management Real Estate Land
Tech Quality Assurance Management

Key Messages:
• All jobs belong to a Job Family Group (JFG), which is a collection of Job Families (JF) with
similar, related job functions.
• JFGs and JFs represent groups of occupations based on the type of work and typically
aligned with industry standards.
• How jobs are categorized is not based on organizational structure.
• JFGs and JFs are used define and describe the overall profession and discipline of a job

Actions:
• Spend time identifying and discussing the JFGs and JFs that are relevant to the participants

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Career Streams and Career Levels E2
Career Stream
E1
Executive
• Jobs are organized by career streams and career
M5
levels to define type of work and respective Management

hierarchy M4 Professional
P5 M3
• Career Streams: Distinction between types of Support

work P4 M2 Labor & Trade

 Individual Contributor: Labor & Trade (L), Support (S), P3 M1
Professional (P) P2
 People Leader: Management (M), Executive (E)
P1
• Career Levels: Distinction between changes in job L4 S4
scope and responsibilities
L3 S3
 Hierarchical position of a job within a career stream
 For individual contributor roles, TM's Job Profiles will L2 S2
reflect the following: 1 = Associate, 2 = Intermediate, 3 = L1 S1
Senior, 4 = Lead

Key Messages:
• Jobs are also organized into career streams and career levels to furthim define the type
of work and their respective hierarchy, which is consistent across every job family.
• Career Streams: draws distinctions between types of work: Individual Contributor
(labor & trade, support, professional) or People Leader (management or executive) and
can be used to communicate career paths (also referred to as “career tracks”).
• Career Levels: The hierarchical position of a job within a career stream. These levels
recognize changes in job scope and responsibilities. There is not a direct correlation
with compensation. Pay ranges overlap and span across career levels.
• The Career Streams and Career Levels shown has been developed unique to the
Enterprise

Actions:
• Draw attention to our unique enterprise specific Career Streams and Career Level
structure; reference the Career Stream Key and color map in the illustration provided
• Spend time identifying and discussing the Career Streams and Career Levels that are

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relevant to the participants

9
Job Profile versus Position

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Introducing the Job Profile: Connecting JA
Job Family Group Job Family Career stream Career Level Job Profile
Operations HR Generalists Support P5

Engineering Total Rewards

P4

Product Training
Professional Intermediate
P3 Professional-
Compensation
Finance Talent Acquisition

Management Profession:
P2 Human Resources
Human Resources Talent Mgmt & OD

Discipline: Total
Legal P1 Rewards
Executive
Compliance Career stream &
Level: P2
CX

Career stream Career Level Job Profile

Profession/Discipline
Career type within the The hierarchical A specific point in a career
Generally recognized major
organization, position of journey, characterized by the
professional area, often requiring a
characterized by unique a job within a career specific intersection of
unique set of competencies stream
responsibilities in terms profession, discipline, career
Most career development and of the content of the work Recognizes stream, and career level. It has
progression occurs within a discipline as well as the skills, incremental changes defined duties, skills, and
knowledge and in job scope and capabilities required. Could
experience required responsibilities have multiple positions or titles.

Key Messages:
• Let’s take a moment to connect some dots and walk through an illustration of how JFGs,
JFs, Career Streams, and Career Levels work together
• Just to review, Job Family Groups and Job Families define the overall profession and
discipline of a job. For example, Human Resources  Total Rewards
• The Career Stream defines the type of work – making a distinction in individual
contributor and people leadership type roles.
• The Career Level defines the hierarchical position of the job within the career stream. It
recognizes there are differences in job scope and responsibilities
• All four of these inform what is called the “job profile” in Workday. The profile is made
up of all these components: characterizes the specific interaction of profession,
discipline, career stream, and career level.

Actions:
• Draw attention to our unique enterprise specific Career Streams and Career Level

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structure; reference the Career Stream Key and color map in the illustration provided
• Spend time identifying and discussing the Career Streams and Career Levels that are
relevant to the participants
• You may choose to call attention to a different example then the one shown on this slide

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Discussion & Activity: Taking a Closer Look

Actions:
• We will have these materials prepared for HR leaders
• Provide participants copies of the JFG and JF mapping and the Career Streams and Career
Levels descriptions for easy reference
• Group discussion and activity:
• walk through the descriptions of each career stream and level. Draw attention to
the job profile name in the first column – which is derived from the Career Stream
and Level. Call out a few examples most relevant to the audience.
• Ask participants to identify where they see key distinctions between career level
descriptions (i.e. “Where do you see key differences between Director and Sr
Manager? Between Lead‐Professional and Principal‐Professional?”
• Individual activity:
• Ask participants to review the information and consider where they believe their
job fits

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Job Profile vs Position
Example
• Job Profiles
Job Family Group: Human Resources
 Aligned to industry job definition
and benchmark data Job Family: Human Resources Generalists
 Input to position definition and
requisition creation Job Profile
 Key input into business process
eligibility rules in Workday Position Titles:
M3
• Position Manager,
Human
Team
Human Technical
Member
 Associated to job profiles Resources Experience
Resources
Manager I
HR
Manager
Generalist Manager
 Defines unique requirements
 Naming convention stems from
the job profile

Key Messages:
• “Job” or “job profile” are the heart of the job architecture. Job profiles represent the type and level
of work in broad, common terminology independent to a specific business unit.

• Positions are associated to job profiles. Positions define the specialization of the job, specific work
responsibilities, skills, certifications, etc. The position title is expected to follow a consistent
naming convention derived from the job profile.

• In today’s structure and legacy systems, everyone holds a position with a title, but often with a lack
of consistency across businesses in how the title and level is determined. Our new job architecture
addresses that concern to create more clarity and consistency for our team members.

• In preparation for Workday, every job across the Clayton enterprise is analyzed and mapped to the
new the job architecture. Not all Team member position titles will change. However, there will be
some changes in situations where the title and profile language conflict relative to the career
stream and level. A few change examples:

• Current position title = Customer Success Manager; Workday Job Profile = Intermediate
Professional, Sales

• Current position title = Director of Dirt Movers; Workday Job Profile = Senior Manager,

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Heavy Equipment Operations

• Current position title = Area Coordinator; Workday Job Profile = Manager, Manufacturing
Labor, Production, Processing & Assembly

• New team members hired into the organization after Workday is launched will receive position
titles consistent with the naming convention of the associated job profile. Adjustments for current
team members will happen over time to ensure relative consistency across the organization.

• Refer to the Career Streams & Levels reference guide for detailed descriptions used to map
positions to job profiles

Actions:
• Spend time identifying and discussing the Career Streams and Career Levels that are relevant to the
participants
• You may choose to call attention to a different example then the one shown on this slide

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Job Profile in Workday

John Workday
Jenna Daybreak

[NOTE: This is one example that may be modified for a BU preferred example]
Key Messages:
• Here’s an example of how the job profile is presented in Workday. In this example there
is a slight variation between the language used in the Business/Position titles (which are
currently the same in Workday) and the Job Profile (Coordinator versus Admin Assistant)
• Notice these fields are “blue” – indicating they are hyperlinks to more information. Let’s
take a closer look at what’s under the Job Profile.

Actions:
• Go to the next slide to show what’s underneath the Position title and Job profile

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Job Profile in Workday

[NOTE: This is one example that may be modified for a BU preferred example]
Key Messages:
• The attributes of Job Architecture (JA) are indicated here as well:
• Job level here is noted as ‘S2’ which is “Support” from the Career Streams and “2”
from Career Levels.
• Job family is “Human Resources Generalist”, which is nestled under the “Human
Resources” Job Family Group.
• You can see here there are other “tabs” available on the Workday job profile, such as
“Qualifications” and “Characteristics”. Workday provides the ability to link additional
attributes to a job profile unique to a specific organization. Most of this is blank right now.
In the future, we’ll be able to associate additional characteristics and qualifications to a
specific job profile, such as competencies, certifications, education, and work experience.
For right now, the descriptions we discussed earlier for Career Streams and Levels are a
starting point in this journey, and pertain to a broader group of job profiles.

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Job Architecture: Change Impacts

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The job architecture in action
Meet John: ready to progress in him role

“I enjoy my job at Clayton and John and his manager discuss and plan him next career move to a Manager,
want to understand the next steps Collections Job Profile, typically referred to as a Portfolio Manager, to give him the
I can take hime. In particular, I opportunity to lead a larger function and group of Team Members. John sees a great
want to take on a management future at Clayton to continue using his technical expertise and growing as a people
role and lead othims. leader.
In the right circumstances, I
would stay hime for the entirety A Team-Lead, Mortgage Collections role opened up when the incumbent moved to a
of my career and climb the different state. John saw the opportunity and applied for the role with his manager's
ladder.”
John support. Due to him outstanding performance and subject knowledge, John was
hired into the open position allowing him to lead his own team. He is now involved
in reviewing PTO, compensation, performance reviews, among other things due to
DIRET
him career level as a Team-Lead.

John has been in the Senior Support, Mortgage Collections role for two years now.
He’s ready to take the next step. While he is enjoys working in Collections, similar
departments across our mortgage companies have recently posted supervisor-level
roles. John speaks to his manager about his career options and decides to explore
internal opportunities within him current department.

John was promoted to Senior Support, Mortgage Collections after one year of
exceptional performance. Clayton commonly calls this a Senior Account Rep.

John joined Clayton right out of college to the Job Profile Associate Support,
Mortgage Collections. The Job Title is commonly referred to at Clayton as an
Account Rep.

[NOTE: This is one example that may be modified for a BU preferred example]

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What isn’t changing…
Team Members’ compensation will remain the same.

Team Members’ benefits will remain the same.

Team Members’ day-to-day responsibilities will remain the same.

Existing reporting relationships will remain in place.

Team Members’ skills, accomplishments, ideas, contributions to the organization, and

responsibilities will continue to define their career potential.

Key Messages:
• While we recognize this is a big change for our organization, let’s focus now on what isn’t
changing…
• Compensation will not change as a result of JA.
• Benefits will not change as a result of JA
• Day‐to‐day responsibilities will stay the same
• And existing reporting relationships will stay the same
• Your own specific talents and accomplishments to the organization are what will continue
to define your career potential

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Scenario 1: Position Title and Job Profile Difference
Grant's current Job Title is TMX Manager. His manager is meeting with
him to introduce the job architecture and explain that his Job Profile will
be Manager, Human Resource Generalist.

Grant feels… Grant questions…

• Confused about what this means for • Does this change my chances for promotion?
him personally. • Why does one say TMX and the others say
• Excited about what this will do to Human Resources?
help him plan his career. • What does this mean for my peers?
• Will this affect my compensation in the
future?

Key Points
• His Position Title is already aligned to his career level and the market.
• The Job Profile reflects general terminology used in the broader market. The Position Title may reflect
terms specific to Clayton. This is similar to how Clayton uses "Team Member" vs. Employee.
• The opportunity to learn and grow here has not changed. Job responsibilities have not changed.
• Recognize if he is a flight risk and take the opportunity to emphasize your commitment to helping him grow.

[NOTE: This is one example that may be modified for a BU preferred example]

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Scenario 2: Perceived Title Increase
Oliva's current Position Title is Business Analyst. Her manager is
meeting with her to explain her Job Profile will be Lead Professional,
Business Analyst.

Olivia feels… Olivia questions…

• Excited about new title and • Does this mean I am getting promoted?
expectation of higher pay. • Why doesn’t the title increase come with
• Aware of the changes going on and a compensation increase?
confused about where her • Why is my title different from my peers?
compensation fits into the changes.

Key Points
• This is NOT a promotion.
• Job duties and responsibilities have not changed; Job Profile titles reflect specific career levels
that have defined language and expectations for each role that aligns to the job architecture.
• Job Profile titles were analyzed and benchmarked against industry practices.
• Recognize if she is expressing separate concerns; follow-up as appropriate.

[NOTE: This is one example that may be modified for a BU preferred example]

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Scenario 3: Perceived Title Decrease
Hector’s current title is District Sales Manager. His manager is meeting
with him to explain that his new Job Profile title is Senior Professional,
Field Sales.

Hector feels… Hector questions…

• Undervalued. • Am I being demoted? How does this

• Confused about why his title is impact my current or future
decreasing and the impact on opportunities?
compensation. • Why can’t I keep my current title?
• The situation is unfair. • Is this going to happen again next year?

Key Points
• Empathize with Hector about the title change.
• Reiterate that this is NOT a demotion or reflection of him contribution and potential; titles were renamed and
recalibrated to align to the job architecture. We are harmonizing across all roles.
• Review the differences in Senior Professional vs. Manager career level definitions in new Job Architecture
• Leverage other processes, like goal-setting and development options, to reorient him to what can be gained

[NOTE: This is one example that may be modified for a BU preferred example]

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Next Steps
1. Reflect on the information
shared today. Take a
closer look at the Career
Stream & Career Level
Descriptions
2. 1-to-1 conversations to
discuss position mapping
to job profiles
3. Educational materials will
be accessed through
Workday going forward

Key Messages:
• Take time to reflect on what has been shared today. Review the materials provided –
especially the descriptions for each Career Stream and Level.
• We will have one‐to‐one discussions on how your position was mapped to the job profiles
[provide logistical details].
• The materials you received today will also be available through Workday for ongoing
reference.

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