Job Architecture Framework FAQ

• What is Job Architecture?
• What has been accomplished?
• What are the Key Goals of Job Architecture?
• ​What are the key features and benefits?
• Will Job Architecture change my job duties?
• ​What are the main components of Job Architecture?
• How did our compensation structure change?
• How does the new Job Architecture Framework impact pay grades and employee salaries?

• Who do I contact if I have questions about my classification title?

• A logical system for organizing similar jobs together
• A tool to help align job structures with best practices in the external market
• A catalyst for effective workforce planning, staffing, and selection
• A means to support employee engagement

• Job catalog was created consisting of all standardized classifications, with clear descriptions and leveling.
• A job architecture framework was introduced consisting of standardized work-based job titles, job families, levelling guide, and career tracks
• New single market-based salary structure

What are the Key Goals of Job Architecture?

• Develop more accurate employee classifications reflective
  of the duties and responsibilities of work performed
• Operational efficient and consistent governance process
• Align pay with market and internal value
• Create clear paths for career development

• The new framework will provide clearer career paths, opportunities for skill development, fair and equitable compensation, and a more flexible structure that can adapt to future challenges and opportunities.

Will Job Architecture change my job duties?

• Job Architecture was built based on the job description currently existing in the state and does not change the function or work being performed.
  • No job duties will be changed
  • No demotions or promotions will occur due to Job Architecture changes
  • No pay reductions will occur
  • Job Architecture is not based on personal performance or tenure

What are the main components of Job Architecture?

• Job Family: The highest level of categorization for a specific type of work reflecting similar skill sets and competencies (e.g., Finance, Healthcare & Social Services)
• Job Sub-Families: A sub-group that represents an area of work within a job family (e.g., Financial Planning & Analysis, Patient Care, and Behavioral & Mental Health)
• Career Tracks: Broad job categories that define and enhance career mobility (e.g., Management, Professional, Technical, Support)
• Job Levels: Groups of jobs within a career track defined by varying degrees of responsibility, knowledge, and skills required (e.g., P2 – Intermediate)
• Job Titles: A name or term that briefly defines and conveys the characteristics of a distinct job (e.g., Financial Analyst, Supervisor, Engineering, Recruiting Coordinator)

• New Mexico previously had 11 salary structures and 111 total pay grades. The state has now moved to a single market-based salary structure with 20 unique pay grades.
• The new job architecture framework will create consistency in roles across the agencies relative to the market.
• The new single pay structure and ranges more accurately reflect the market and will provide greater flexibility on competitive salary offers for recruiting and retaining staff.

• Positions and employees were aligned to the new job architecture framework based on current duties/responsibilities, minimum qualifications, and education and experience, irrespective of the pay grade.
• There is no change to employee salaries unless the current salary falls below the new pay grade minimum. If so, the employee’s salary will be increased to the new pay grade minimum.
• Because no employees will see a decrease in their current pay rates, some individuals are paid above the market rate and are paid over their pay grade maximum as a result.

Who do I contact if I have questions about my classification title?

Please contact your HR representative.