Administrative Professional Career Framework

A career framework is a structured approach to defining jobs within a hierarchy promoting career growth and development, internal equity, and competitiveness with the external labor market. The framework outlines the steps and experiences needed for employees to achieve their career goals.

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Administrative Guidelines & Resources

This approach provides administrative guidance by strategically aligning organizational needs with employee development, promoting transparency in career advancement to boost engagement and retention. It offers structured, long-term support for professional growth, ensuring both employees and the organization benefit from a clear and robust career framework.

Job Family Structure

This framework focuses on defining job roles and families to help employees understand their place within the organization and identify growth opportunities while maintaining internal equity. It also outlines clear career progression pathways, specifying the skills and steps needed for advancement.

Guiding Principles of the AP Career Framework

  • Job leveling – A systematic process of determining the relative ranking of jobs in an organization.
  • Job Architecture – The mapping of job codes, job titles, job functions, and job family groups to support in job and career ladder management as part of our (HCM) human capital management system, Workday.
  • Jobs will be slotted based on the key responsibilities of the role, not the individual in the role.
  • Jobs will be aligned based on what they do, not who they report to.
  • The career framework promotes internal equity across the University.

Highlights of CSU’s Career Framework

To help plan and support career development and recognize achievements, the CSU AP Career Framework is designed to be used in a number of ways by staff and managers. For instance:

  • Job responsibilities of the role are utilized to slot the position within the career framework architecture. 
  • Ensuring internal equity for similar roles regardless of the department, reporting relationship, tenure, or additional funding.
  • Assist management and employees in:
    • Determining career trajectories
    • Identifying development opportunities
    • Succession planning
Questions?

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