Rice University has a new job structure that will go into effect on July 1, 2018. Human Resources, in collaboration with our partners across campus – vice presidents, deans, division leads and subject matter experts – have developed this job structure to provide a framework for staff to fully understand the requirements of their current positions, explore career opportunities, create development plans and to build a career at Rice.
Components of Rice’s Job Structure
Rice’s job structure is a system which organizes jobs into groups that share common functional responsibilities and similar types of education, experience and skill requirements.
|Job Family||A large grouping of jobs of a similar nature|
|Subfamily||A smaller grouping of jobs within a job family in the same occupation|
|Job Category||Individual Contributors||Management (3+ FTE staff)|
|Job Level||Senior (N3)||Senior (E3)||Vice President (M4)|
|Experienced (N2)||Experienced (E2)||Director (M3)|
|Entry (N1)||Entry (E1)||Manager (M2)|
The job family is a large grouping of jobs of a similar nature, which includes a variety of specialties and varying levels of skills, complexity and scope of responsibility. Rice University has 12 job families.
Within each job family, there are smaller groupings of jobs called subfamilies. Subfamilies include occupational groups of jobs, or specialties, within a job family. For example, Administrative Operations, Compliance and Technology Transfer are all subfamilies within the Enterprise Services job family. Rice University has 114 subfamilies.
Click here for a complete list of job families, subfamilies and descriptions of each.
Involves activities related to providing administration and support of academic and research activities.
Involves activities related to operations and support of athletic programs.
Involves activities related to ensuring the security and safety of student, faculty, staff and facilities.
Communications & Marketing
Involves activities related to promoting the University and its services to multiple internal and external constituencies through a variety of media.
Involves activities related to fundraising, relationship building and stewardship, research, and engagement of donors and alumni.
Involves activities related to the management, administration and support of business functions at the university.
Facilities & Operations
Involves activities related to the management, construction, maintenance and operations of the University’s properties, buildings and grounds.
Involves activities related to the planning and managing of the University’s financial operations and investments.
Involves activities related to the planning, developing and maintaining information and telecommunications systems and operations.
Involves activities related to planning, acquiring and managing the access for the University’s library collections and operations.
Involves activities related to supporting, conducting or managing research programs or initiatives.
Involves activities related to enhancing the quality of the student life cycle at the University – from admissions to post graduate career services.
The university’s job structure is based on three categories of jobs: management, exempt individual contributor and nonexempt individual contributor. Jobs in the management category emphasize the leadership and supervision of others as the primary responsibility. Jobs in the exempt and nonexempt individual contributor categories emphasize individual work contributions. Some staff in these categories may supervise one or two others, but their primary responsibility is to their own work contributions.
Each job category has three or four job levels, which reflect increasing levels of skill, mastery, work complexity and decision making authority within each job category. Rice University has 10 job levels across the three categories.
Click here for a complete list of categories, job levels and descriptions of each.
Nonexempt Individual Contributors
Performs tasks that are routine or manual in nature including unskilled/semi-skilled work, clerical/administrative support tasks, or specialized technical tasks (i.e. research support, IT technicians, skilled trades).
Exempt Individual Contributor
Work is primarily achieved by an individual or through project teams. Requires the application of expertise in professional areas to achieve results. Progression in the career band reflects increasing depth of professional knowledge, project management, and ability to influence others.
Primary responsibility is the management of people.
Accountable for setting direction and deploying resources; responsible for performance evaluations, pay reviews and hire/fire decisions. Results are primarily achieved through the work of others and typically depend on the manager’s ability to influence and negotiate with parts of the organization where formal authority is not held. Progression within the Career Band reflects acquisition of broad technical expertise, business and industry knowledge, and process and people leadership capabilities. Accountable for business, functional, or operational areas, processes or programs. Entry to the management category requires the supervision of the equivalent of three or more full time, regular staff positions.
Every staff job is assigned to a job classification based upon the type of work; the level of responsibility, complexity and scope of the job; and job requirements (skills, education, experience, etc.).
Each job classification has a career profile. The career profile outlines the essential functions and requirements for a job classification, which are consistent across the university. Career profiles will be used as the basis of describing jobs consistently and will enable staff members and their supervisors to chart out career development plans based on the listed job requirements (education, skills, experience).
Visit the Career Explorer, an online tool you can use to explore all the job families, subfamilies, job classifications and career profiles in the Careers at Rice job structure.