1. Introduction
The implementation plan for Job Architecture provides a structured, step-by-step roadmap for introducing, operationalizing, and institutionalizing a complete job architecture within an organization. The Excel document outlines phases, activities, responsibilities, and time allocation across a standard implementation timeline, typically organized into weekly cycles.
The plan serves as both a project management tool and a process framework, ensuring that all aspects of job architecture—job categorization, job evaluation, governance, and communication—are coordinated and executed in a consistent and timely manner.
2. Overall Structure of the Implementation Plan
The file consists of several worksheets representing the different components of the project:
Planning and Start-up
Job Categorization
Job Evaluation
Project Timeline / Gantt-like Overview
Reference and supporting information
Variations of the project implementation sheet used for scheduling, task breakdown, and hours allocation.
Together, these sheets define the phases, tasks, dependencies, expected duration, and required involvement from HR, managers, and project stakeholders.
3. Implementation Phases
Phase 1: Planning and Start-Up
This phase establishes the project foundation. It includes:
Defining project scope and objectives
Confirming timelines and governance
Identifying roles and responsibilities
Determining tools, templates, and communication structure
Organizing kick-off meetings with HR and leadership
Common outputs are a finalized project schedule, a communication plan, and an alignment on methodology.
Phase 2: Job Categorization
This phase structures the workforce into job families, sub-families, levels, and job titles.
Key activities include:
Reviewing organizational structure and existing roles
Mapping roles into job families
Defining level criteria and aligning roles to the appropriate level
Validating the categorization with HRBPs and managers
This creates the core of the job architecture framework, ensuring clarity and consistency across the organization.
Phase 3: Job Evaluation
This phase focuses on evaluating roles using the chosen factor model (e.g., Sysarb’s factor plan).
Activities typically include:
Collecting job descriptions or role summaries
Preparing evaluation materials for workshops
Facilitating evaluation sessions with HR and managers
Documenting evaluation decisions and ensuring consistency
Reviewing internal equity results
This phase produces job evaluation scores or grades, which become the basis for job leveling, pay structures, and internal equity analysis.
Phase 4: Validation and Finalization
Once categorization and evaluation are completed, the framework is validated by key stakeholders.
This often includes:
Leadership review and approval
Cross-functional consistency checks
Updates based on feedback
Preparing the architecture for launch in the HR system
Phase 5: Communication and Implementation
This phase ensures successful adoption across the organization.
Typical activities:
Designing communication materials
Conducting training sessions for managers and HR
Publishing job levels and job families
Integrating job architecture with compensation, talent, and workforce planning
Documenting governance processes for ongoing maintenance
4. Project Timeline and Hours Allocation
One of the implementation sheets functions as a detailed project timeline, similar to a Gantt chart. It includes:
Weekly breakdown of activities (often across a 12-week plan)
Estimated hours per task, including both meeting hours and desktop work
Notes and instructions for each phase
Stakeholder involvement (HR, managers, project leads)
The timeline helps ensure a realistic workload distribution and provides visibility into dependencies across phases.
5. Governance and Ongoing Maintenance
Several sheets emphasize the need for continuous governance after implementation, including:
Regular updates to job descriptions
Periodic review of job evaluations
Handling exceptions
Updating titles and job families as roles evolve
Maintaining the architecture within the HR platform
This ensures the architecture remains relevant, accurate, and aligned with organizational strategy.
6. Summary
The Job Architecture – Implementation Plan workbook outlines a complete, structured, and time-bound approach for implementing a job architecture. It defines the phases, tasks, timelines, and responsibilities required to categorize roles, evaluate jobs, establish a governance model, and embed the architecture into HR processes. The document serves as both a project guide and a practical tool to ensure a coherent, equitable, and sustainable implementation.