Utilizing the Power of Job Architecture and Career Frameworks

May 2, 2024 – From police departments to libraries, public sector organizations face increasing challenges in attracting, retaining and developing talent — under growing internal and external scrutiny. Organizations must take a more strategic approach to human resources management. Job architecture and career frameworks can strengthen public sector employers, according to a recent report from Gallagher’s Erik Henry Smetana and Ronnie Charles. “When thoughtfully integrated with a renewed compensation structure, these tools can serve as the HR cornerstone for organizational effectiveness, employee satisfaction and public service excellence,” the report said.

The Strategic Imperative

Job architecture defines job families, roles and levels within an organization. “This structure provides a clear, organized framework for managing job roles and responsibilities, ensuring alignment with organizational goals,” the Gallagher report said. “In the public sector where roles can be diverse and multifaceted, a well-designed job architecture simplifies classification, enhances recruitment and facilitates workforce planning. Career frameworks outline potential career paths within an organization, offering employees a clear roadmap for growth and development. This framework not only aids in talent retention, but also aligns employee aspirations with organizational needs.”

Together, the Gallagher report notes that these structures form an equitable and transparent foundation for managing talent, addressing overall career wellbeing in public sector HR management.

Enhancing Decision-Making and Curbing Turnover

Adoption of job architecture and career frameworks presents several critical advantages for public sector entities. “By clarifying job roles and responsibilities, job architecture supports better decision-making, facilitates performance management and aligns HR practices with organizational strategy,” the Gallagher report says. “Such alignment is essential to public sector accountability and service delivery.”

Further, the Gallagher report notes that career frameworks offer visible career paths and development opportunities to support employee engagement and retention. By investing in employees’ growth, public sector organizations can mitigate risks associated with high turnover rates, including loss of institutional knowledge and high recruitment and training costs.

Implementing Strategic HR Frameworks

Integrating job architecture and career frameworks with a renewed compensation structure requires careful planning and execution. the Gallagher report provides the following critical steps that HR leaders can take their public sector organizations to the next level:

1. Assess needs and engage stakeholders.

Success begins with a thorough needs assessment and the active engagement of stakeholders. This inclusive approach ensures buy-in and supports the development of frameworks that truly meet organizational needs.

2. Design and develop frameworks.

Balance best practices with customization to address specific organizational challenges. This process should align current and future workforce requirements with strategic objectives.

Related: 7 Ways to Unlock Value with Executive Search Firms

3. Integrate with a renewed compensation structure.

Compensation must align with the defined job architecture and career frameworks to ensure internal equity and market competitiveness. This integration supports a holistic talent management approach, addressing motivation and retention.

Chart a Roadmap for Transformation

The journey toward implementing these frameworks requires commitment and a strategic approach. Public sector leaders should prioritize clear communication, ongoing staff job training and careful use of HR technology to support these frameworks, according to the Gallagher report. “Regular strategic process reviews can ensure that the frameworks evolve with changing organizational and workforce needs,” it said. “For public sector organizations, the strategic implementation of job architecture and career frameworks, in partnership with a renewed compensation structure, offers a pathway to enhanced employee recruitment and retention.”

“This approach meets the immediate needs of workforce management and sets the stage for long-term organizational success,” the Gallagher report concludes. “By investing in these HR foundations, public sector entities can achieve greater operational efficiency, employee engagement and public trust.”

Founded by Arthur J. Gallagher in Chicago in 1927, Gallagher is a global insurance brokerage, risk management, and consulting services firm, is headquartered in Rolling Meadows, IL. The company has operations in 68 countries and offers client service capabilities in more than 150 countries around the world through a network of correspondent brokers and consultants.

Gallagher’s Executive Search and Leadership Advisers team brings decades of executive search and leadership consulting experience. The team assists clients domestically and internationally to find and grow transformational leaders. The team has completed more than 1,200 searches for a wide variety of senior roles across multiple industries and functions.

Related: Determining Your Career Objectives in 2024

Contributed by Scott A. Scanlon, Editor-in-Chief; Dale M. Zupsansky, Executive Editor; Lily Fauver, Senior Editor – Hunt Scanlon Media

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