Job Classification and Career Pathway Study
Update February 2024
The project is well underway. To-date, the focus of the study has been on developing a job classification structure that allows employees to move along a defined career pathway. A proposed structure with input from leadership, as well as representatives and subject matter experts from all campuses, is currently under review.
Georgetown University is committed to fostering a diverse and engaging community where staff feel valued, supported and motivated to excel in their roles. We continue to focus on improving career opportunities, providing support and making strategic investments in our employees. We have launched a new job classification and career pathway study, which will be a critical element of the next phase of this important work.
The goals of this study are to create a more consistent job structure across the University that provides better clarity on career development opportunities and to review our total rewards structure to ensure we are competing effectively for top talent.
We have engaged Mercer, a national expert in job architecture development, classification evaluation, and total rewards benchmarking in higher education, to conduct this study. We are working with Mercer to examine our current staff job architecture, benchmark against peer and competing organizations and evaluate benefits as part of the total rewards structure for employees.
Scope of Work
- Review Georgetown’s current staff and AAP job structure
- Conduct an analysis of Georgetown’s total rewards package for employees
- Benchmark with similar organizations to determine where we stand in the marketplace
- Provide recommendations to help improve job structure and to allow for better clarity on career development opportunities for staff and AAP employees
Frequently Asked Questions
Nationally, the challenges of recruiting and retaining a high-quality workforce continue to increase. To recruit and retain top talent, we must implement a modern classification and total rewards system.
Mercer’s involvement in the study will last approximately 12 months, through Fall of 2024. Any subsequent implementation efforts following this study will be a multi-year process
The study will look at all administrative staff and AAP positions, except those covered by a collective bargaining agreement.
As part of this study, Mercer has met with stakeholders from across the university, including the Staff/AAP Advisory Council’s Executive Committee, to discuss the current state of staff and AAP careers at Georgetown. We will continue to engage the Staff/AAP Advisory Council’s Executive Committee and share updates regarding the study over the coming months.
- Job architecture provides a consistent and transparent framework for roles and career paths for employees in an organization.
- By design, job architecture is a tool to understand roles and align jobs based on the type of work performed. It makes for a uniform way of defining roles within the university.
Total rewards are the monetary and other rewards provided by Georgetown University to attract, motivate, and retain employees. This includes pay, health benefits, tuition assistance, holidays, paid time off, access to campus events, wellness offerings, flexible work options, career opportunities and more. As part of the recent Workday release in September, Georgetown University launched the new Benefits & Pay Hub in GMS, a one-stop shop for managing all benefit- and pay-related tasks and information. It features a new personalized Total Rewards snapshot and links to the new Total Reward Guide.
This study will review university staff and AAP positions to ensure positions are classified consistently across the University. New job families and career levels may be created to better align work, and clearly identify the significant differences in duties, responsibilities and job requirements. Our modernized job classification and career framework will inform our ongoing efforts to understand how our compensation compares to similar positions in the market.