1. How am I impacted by job families? 

Georgia Tech is establishing a new job architecture, which includes 12 job families. All staff roles will move from the current structure into a new job family. Our 12 job families will be implemented in four waves through FY2026. Establishing a new job architecture framework is the first milestone in our multi-year journey to build a comprehensive career system for staff employees.  

 You can view examples of functions included in each job family and the proposed implementation schedule on the job family website.  

 2. What can I expect during job family implementation? 

During implementation, employees will move from their current role into an equivalent role in the new job family. There will be no salary changes, promotions, or demotions for employees as a result of moving into an equivalent role in the new job families.  

At the beginning of the implementation period for your job family, your direct supervisor will partner with their leadership and HR partner to identify: 

• Employees who are currently in the correct position and ready to move into an equivalent role in the new job family.  

• Employees whose role requires further review before moving into the new job family.  

You will receive a notification letter notifying you that (a) you are moving into an equivalent role in the new job family or (b) your role requires further review before moving into the new job family. Your direct supervisor will schedule a 1:1 meeting to discuss your specific situation, provide additional information, and address your questions.  

 3. How can I prepare for job family implementation? 

We’re glad you asked!  

• Explore the Job Families and Career Path website to learn about job families, review resources, and submit questions or feedback.  

• Reflect on your current role, career goals, and career progress.  

• Engage your direct supervisor in ongoing conversations about your current role, career goals, and job family implementation. Your direct supervisor is best positioned to support your career. This ongoing discussion between you and your manager will create clarity that will be beneficial during the implementation period. 

 4. How can I view my role in the new job family? 

During implementation, a job crosswalk is published for each job family. The job crosswalk “walks” roles from the current Job Classification and Compensation System (JCCS) to an updated role in a new job family. The crosswalk displays role information, including the current title, equivalent (future) title, job summary, and generic job duties of the role. The crosswalk does not display individual employee information or impact, salary grade, or salary ranges.  

 We encourage you to meet and discuss your role and job families with your direct supervisor throughout job family implementation. They are best positioned to support your career and address specific questions you have about your role and new job family.  

5. Will my job responsibilities change when I move into the new job family? 

Every job has a job profile, which includes the job responsibilities (day-to-day duties) and career level (degree of responsibility and decision-making authority). To create a more consistent approach, individual employees may notice some job responsibilities have changed in the updated job profile. This updated approach allows us to build agility and consistency into the foundation of our career system.

5. Will my salary change when I move into the new job family?  

No, there will be no salary increases or decreases for employees as a direct result of moving into an equivalent role in the new job family.  

1. How do I know if and/or when my employees will move into a new job family?  

All staff employees will move into a new or updated job family. A job family is a group of jobs organized by the nature of the work performed. Jobs are grouped by work, not department. You can view examples of functions included in each job family and the proposed implementation schedule on the job family website. Depending on your unit/department, you may have impacted employees in one or more waves. 

 2. How am I engaged in the job family process as a supervisor?

Each job family has(an) executive sponsor(s) who oversee(s) the job review process for each job family, which includes reviewing proposed titles and job profiles. Each executive sponsor identifies stakeholders to review and provide feedback on roles within the job family. Depending on a variety of factors, supervisors may be identified as stakeholders during job review. At the end of the review period, the executive sponsor(s) and GTHR align on proposed changes and finalize the job family.  

At the beginning of the implementation period, each unit’s executive leadership team and HR contact engage supervisors to review impacted roles. All supervisors are engaged in implementation to identify:  

• Employees who are currently in the correct role and ready to move into an equivalent role in the new job family.  

• Employees whose role requires further review before moving into the new job family.  

 Business units are responsible for identifying the appropriate solution for roles that require further review before moving into the new job family. As a supervisor, you will partner with your unit executive, finance partner, and HR partner to identify and finalize a solution for your direct reports.  

3. As a supervisor, how can I prepare for Job Families?

We’re glad you asked! People leaders are critical to the success of any organizational change – including job family implementation. Supervisor-led communication is the most effective communication and engagement tool during organizational change. To prepare to lead your team through job family implementation, we recommend you: 

• Explore the Job Families and Career Path website to learn about job families, review resources, and submit questions or feedback.  

• Create a list of your questions and questions you expect your team to have about job family implementation. Then, identify resources to begin to answer your questions. Potential resources include your direct manager and HR contact. 

• “Brush up” on key leadership skills you can draw upon during implementation. Courses to consider on LinkedIn Learning include Change Management for Individuals (Eric Zackrison), Transformational Leadership (Henna Inam), Powerful Questions Every Leader Should Ask … (Jean Marie DiGiovanna).   

4. I currently have employees who are not in the correct role. What should I do?

During job family implementation, employees move from their current role into an equivalent role in the new job family. If you have an employee who is in the incorrect role now, their role must be addressed before moving into the new job family. You will partner with your unit executive, finance partner, and HR partner to do this during implementation.  

At the beginning of the implementation, the executive leadership team and HR partner will engage supervisors to review impacted roles and identify employees as “ready” or “not ready” to move into the new job family. Roles are “not ready” if: 

• Incorrect Job – The employee is not in the right job by definition of the job responsibilities performed.  

• Reclassification – The unit requires a significant change in the responsibilities, degree of responsibility, and decision-making authority of the role. A reclassification would be required regardless of job family implementation.  

5. I do not agree with my team’s new job titles. What should I do? 

Our goal in building the new, comprehensive career system is to create a common framework that allows us to recognize and understand the various jobs and career paths within the Institute and provide transparency to support wage equity. To do this, we must create a consistent approach to all staff jobs, which includes a consistent approach to job titles. 

Job titles reflect the purpose and level of the role as captured in the job profile (job responsibilities + career level).  

• If the job responsibilities and career level are correct, consider leveraging a working title. Working title guidelines can be found here.  

• If the job responsibilities or career level are inaccurate, partner with your direct manager to discuss further. Your HR contact is an additional resource for you and your manager.  

6. Are new positions, reclassifications, hiring, etc., on hold until job families are implemented?  

Units should continue to address their strategic business needs throughout the job family implementation. Leaders should continue to work with their HR and Finance teams to identify staffing actions (i.e., new positions, reclassifications, hiring, etc.) necessary to meet strategic business needs. Your HR contact can advise you of any job family-related information that you should consider before moving forward appropriately. 

1. Will my salary change in the new job family? 

No, the job family initiative and its implementation are a budget-neutral exercise, which means no salary changes will occur as a direct result of moving into an equivalent role in the new job family. 

2. What if a salary adjustment is appropriate? How are salary adjustments funded? 

While the job family initiative is a budget-neutral exercise and there will be no salary changes as a direct result of moving into an equivalent role in the new job family, a unit may identify a salary adjustment (i.e., equity adjustment, market adjustment, etc.) is appropriate for a specific employee.  

A unit may identify a salary adjustment is necessary to meet the minimum of the salary grade, or the adjustment would be requested regardless of the job family initiative. The unit is responsible for ensuring funding is available for all salary adjustments. All Georgia Tech and USG policies, procedures, and processes apply. Visit GTHR Compensation for additional resources and information.  

3. Will the new job families impact “exempt” vs. “non-exempt” status? 

Jobs are categorized by an employment classification (exempt, non-exempt) determined by the Fair Labor Standards Act (FLSA). A role’s employment classification is based on job duties outlined in the job profile. Visit GTHR Compensation to learn more about exempt and non-exempt classification status. 

4. Will my updated title impact my benefits, vacation, or sick leave? 

The USG uses employee categories (types of employees and types of employment) to determine benefits eligibility. Vacation and sick leave accrual rates are determined by a position’s classification type. An employee’s job family or job title does not determine benefits eligibility or time away from work accruals. Visit GTHR Benefits to learn more about benefits eligibility and time away from work accruals. 

5. Why do some positions seem to be disappearing?  

Our goal in building an updated career system for Georgia Tech is to create a common, consistent framework that allows us to recognize and understand the various jobs and career paths within the Institute and provide transparency to support wage equity.  To do this, we must create a consistent approach to all staff jobs, which includes a consistent approach to job titles and career levels.   

Current job titles may map to the same equivalent role in the new job family, if it is determined they perform the same or similar general day-to-day duties. Additionally, current levels may map to a different level based on the degree of responsibility and decision-making authority of the role. This may give the appearance that jobs are “disappearing,” but no employee’s position is being eliminated.