{"slug":"maintain-job-and-career-architecture","name":"Maintain Job and Career Architecture","family":"Compensation System","version":"0.1.0","status":"draft","note":"draft reference — not a fitted standard","summary":"Maintain a coherent structure of job families, career tracks, levels, reference roles, and movement paths grounded in actual work.","purpose":"Give role design, hiring, pay, development, progression, and workforce decisions a shared operating language without forcing every job into titles or generic corporate ladders.","steps":[{"sequence":1,"name":"Charter the architecture decision","purpose":"Define why the structure exists and which decisions it must support."},{"sequence":2,"name":"Inventory representative work","purpose":"Build the structure from actual contribution rather than incumbents or titles."},{"sequence":3,"name":"Design families and career tracks","purpose":"Group related work and make credible contribution paths visible."},{"sequence":4,"name":"Define levels and reference roles","purpose":"Create distinguishable work levels using factors that can be applied consistently."},{"sequence":5,"name":"Map roles and test system effects","purpose":"Evaluate the architecture against real roles, pay, careers, and operating consequences before approval."},{"sequence":6,"name":"Approve and publish the architecture","purpose":"Create one authoritative structure and transition plan for connected processes."},{"sequence":7,"name":"Operate, govern, and improve the architecture","purpose":"Keep the structure aligned with changing work without permitting title and level drift."}],"connections":[{"direction":"upstream","processName":"Define Role and Success Profile","processSlug":"define-role-success-profile","trigger":"A role is created or materially changed."},{"direction":"downstream","processName":"Establish Compensation Range and Employment Parameters","processSlug":"establish-compensation-range","trigger":"A hiring range or employment parameter is established."},{"direction":"downstream","processName":"Make a Progression or Talent Decision","processSlug":"make-progression-or-talent-decision","trigger":"A progression, mobility, or readiness decision is chartered."},{"direction":"downstream","processName":"Review Employee Compensation","processSlug":"review-employee-compensation","trigger":"Employee compensation is reviewed."}],"plannedConnections":[],"measures":[{"name":"Architecture decision utility","definition":"Structured review of downstream decision quality and defects across connected processes; not adoption or employee sentiment alone.","cadence":"Semiannually and at material trigger"},{"name":"Role mapping evidence quality","definition":"Active mappings satisfying required evidence and authority fields divided by all active mappings.","cadence":"Monthly during transition and quarterly thereafter"},{"name":"Architecture request cycle time","definition":"Elapsed time from accepted request to disposition, separated by evidence, review, authority, and system waits.","cadence":"Monthly"},{"name":"Authoritative architecture use","definition":"Applicable downstream records linked to an active approved mapping divided by all applicable records.","cadence":"Monthly or quarterly"},{"name":"Architecture exception pattern","definition":"Exceptions and remapping requests by family, track, level, role, site, cause, age, and disposition.","cadence":"Quarterly"},{"name":"Career access, pay relationship, classification, and title guardrail","definition":"Qualified review of mappings, movement, pay relationships, opportunity access, workforce patterns, and specialist findings; not a legal conclusion.","cadence":"At approval, annually, and at material signal"}]}