This guide provides direction for classifying and mapping positions within the Rebel Job Framework. Classification decisions must be based on a holistic evaluation of the work, including scope, complexity, autonomy, and organizational impact, and aligned to the appropriate standard Job Description.
Departments should reference the Job Description Library for standardized role alignment. Together, these resources support consistent, accurate, and equitable classification decisions across the university.
Importantly, classification should not rely solely on people management responsibilities. A Professional Contributor (P1–P5) may have significant organizational influence without direct supervision, while a Manager/Leader (M1–M5) is expected to incorporate people leadership as a core responsibility.
Work Dimensions
Complexity of Work
How complex are the tasks and decisions required for the role? Does the position primarily involve executing routine tasks, solving moderately complex problems, or driving college/division and/or university-wide strategy?
Communication and Influence
What level of communication is required? Does the role primarily interact within a team, influence cross-functional groups, or shape organizational strategies?
Scope of Accountability
To what extent does the role impact the organization? Is the focus limited to personal task execution, guiding team processes, or affecting college/division and/or university wide outcomes?
Autonomy
How much independence does the position have? Does the role follow established procedures, define new approaches, or set strategic direction?
Effective Knowledge
What level and depth of expertise, education, or certification is required? Does the role apply foundational skills, deep technical knowledge, or industry or university-wide thought leadership?
People Management
Degree to which a position must develop, lead, influence individuals and internal and external stakeholder groups.
Distinctions between Professional Contributor and Manager/Leader
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Career streams for Professional Contributors and Managers/Leaders are differentiated based on their job duties and responsibilities, scope of influence, and leadership expectations.
- While Professional Contributors (P1–P5) focus on technical expertise, operational support, project/program execution, and process improvement. Higher level Professional Contributors may lead long term initiatives and may provide strategic direction.
- Managers/Leaders (M1–M5) are responsible for people management, strategic decision-making, and organizational leadership and typically manage full-time staff.
Position Mapping Guide
Professional Contributor – People Management Dimensions
This section outlines Professional Contributor roles within the Rebel Job Framework. While these roles primarily focus on technical expertise, project execution, and functional contribution, some levels may include limited supervisory or lead responsibilities.
Professional Contributor Levels and Responsibilities
Description: Performs routine tasks and applies foundational knowledge.
Typical Supervision Responsibilities (if applicable):
- May supervise or lead individuals providing tactical or operational support
- Supervision typically limited to temporary employees
Typically Reports to Professional Contributor (P3–P5) or Manager/Leader (M1–M5)
Works independently on defined tasks and applies specialized knowledge within a team.
Typical Supervision Responsibilities (if applicable):
- May supervise or lead individuals providing tactical or operational support
- Supervision typically limited to temporary employees
Typically Reports to Professional Contributor (P3–P5) or Manager/Leader (M1–M5)
Leads projects and solves complex problems.
Typical Supervision Responsibilities (if applicable):
- May supervise or lead Classified Staff and/or Professional Contributors (P1–P2)
- Conducts or contributes to performance evaluations
- Assigns and coordinates work
- Applies institutional policies and practices
Typically Reports to Professional Contributor (P4–P5) or Manager/Leader (M1–M5)
Provides expertise across departments, influences processes, and collaborates cross-functionally.
Typical Supervision Responsibilities (if applicable):
- May supervise or lead Classified Staff and/or Professional Contributors (P1–P3)
- Conducts or contributes to performance evaluations
- Assigns and coordinates work
- Applies institutional policies and practices
Typically Reports to Manager/Leader (M1–M5) or higher-level leadership
Recognized authority in their field; drives strategic innovation and influences college, division, and/or university-wide initiatives.
Typical Supervision Responsibilities (if applicable):
- May supervise or lead Classified Staff and/or Professional Contributors (P1–P4)
- Conducts or contributes to performance evaluations
- Assigns and coordinates work
- Applies and/or recommends institutional policies and practices
Typically Reports to Manager/Leader (M1–M5) or higher-level leadership
Important Guidance
- Supervisory responsibilities at P-levels are situational and limited
- Formal people management responsibility typically aligns with Manager (M) roles
- Positions should be classified based on the Work Dimensions and not solely on whether they supervise others
Final Note
Professional Contributor roles play a critical role in maintaining technical depth, innovation, and operational excellence across the institution. Proper classification ensures alignment between work performed and career progression within the Rebel Job Framework.
Manager and Leadership Roles
This section outlines how manager and leadership roles are defined within the Rebel Job Framework. It provides clarity on expectations by level, typical responsibilities, and reporting relationships to support consistent position mapping.
Manager Levels and Responsibilities
Focuses on execution and operational goals.
Typical Responsibilities:
- Supervises employees providing tactical/operational support
- Directs work of small teams (typically P1–P3 or Classified Staff)
- Conducts performance evaluations
- Assigns and coordinates work
- Applies and/or recommends institutional policies
Typically Reports to Manager (M2)
Balances strategy and operations.
Typical Responsibilities:
- Manages individuals providing operational support
- Directs small to medium teams (P1–P5 and/or Classified Staff)
- Assigns and coordinates work
- Ensures staff training and compliance
- Conducts performance evaluations
- Applies institutional policies and practices
Typically Reports to Manager (M3)
Responsible for implementing short- and long-term strategy and performance.
Typical Responsibilities:
- Directs small to medium teams (P1–P5 and potentially M1–M2)
- Assigns and coordinates work
- Ensures staff training and compliance
- Promotes a productive and inclusive work environment
- Identifies performance and employee relations issues
- Conducts performance evaluations
Typically Reports to M4–M5 or higher leadership
Drives strategic planning and policy development; influences major outcomes.
Typical Responsibilities:
- Directs medium to large teams (P4–P5 and M2–M3)
- Coaches, mentors, and motivates teams
- Evaluates performance on complex work
- Reviews work for technical soundness and quality
- Supports development of strategic initiatives
Typically Reports to M5 or higher leadership
Shapes division or university-wide strategy and makes high-impact decisions.
Typical Responsibilities:
- Leads multiple departments or large organizational units
- Oversees teams led by M1–M4 and/or P5 roles
- Maintains leadership culture across units
- Monitors outcomes and effectiveness of work
- Delegates complex responsibilities
- Provides high-level strategic direction
Typically Reports to Executive leadership
Key Distinctions
Professional Contributors and Managers
- Professional Contributors (P1–P5)
- Focus on technical expertise, program delivery, and functional impact
- Managers/Leaders (M1–M5)
- Focus on people leadership, strategic direction, and organizational outcomes
Professional Contributors may lead work and people in a limited or project-based capacity, but their primary responsibility remains technical or functional contribution not full people management accountability.
Supervisors and Managers
- Supervisors
- Internally focused
- Oversee daily operations
- Assign tasks and monitor workflows
- Managers
- Externally and strategically focused
- Responsible for broader organizational goals
- Influence decision-making and stakeholder engagement
- Key Distinction
- Supervisors focus on execution
- Managers drive strategy and cross-functional impact
Organizational Structure and Balance
A well-designed structure ensures clarity, efficiency, and alignment with institutional goals.
Best Practices
- Avoid Overweighting Management
- Too many managerial roles can create inefficiencies and dilute accountability
- Preserve Technical Depth
- Strong Professional Contributor roles support innovation and execution
- Empower Decision-Making
- Balanced structures improve agility and accountability
- Support Career Growth
- Clear pathways across both technical and leadership tracks
Team Size Definitions
- Small Team
- 1–5 employees; typically managed by P3–P5 or M1–M3
- Medium Team
- 6–15 employees; typically managed by M1–M3
- Large Team
- 16+ employees; typically managed by M3 or higher. May include multiple leadership layers
Position Classification Decision Tree
Use the following criteria to determine appropriate career stream and level.
- Routine tasks → P1–P2
- Complex problem-solving → P3–P4
- Strategic impact → P5 / M4–M5
- Team-level interaction → P1–P2
- Cross-functional influence → P3–P4 / M1–M2
- Organizational strategy → P4–P5 / M3–M5
- Task/project execution → P1–P2
- Team/process oversight → P3–P4 / M1–M3
- Division-wide impact → P5 / M3–M5
- Follows procedures → P1–P2
- Defines approaches → P3–P4 / M1–M2
- Sets strategy → P4–P5 / M4–M5
- Foundational → P1
- Specialized → P2
- Advanced → P3–P4 / M1–M3
- Thought leadership → P5 / M3–M5
- No supervision → P1–P5
- Supervises support staff → Supervisor (P3–P5)
- Full people leadership → M1–M5
- Professional Contributor (P1–P5)
- Technical expertise, project/program execution
- Manager/Leader (M1–M5)
- People leadership, strategy, organizational impact
Position Description Completion Checklist
Follow these steps before submitting a Position Description
- Focus on the position, not the individual
- Ensure responsibilities reflect current operational needs
- Confirm the role is designed for long-term use, not temporary tasks
- Review the Rebel Job Description Library to identify the closest matching role and understand standard scope, responsibilities, and expectations
- Use the Position Classification & Mapping Guide to evaluate the role based on Work Dimensions (complexity, scope, autonomy, communication, and impact)
- Identify the appropriate career stream - Professional (P) or Manager/Leader (M) based on primary responsibilities
- Confirm the career level aligns with the overall scope and expectations of the role
NOTE: Classification is based on the work performed, not the employee
- Provide a clear overview of the role’s purpose and impact (4–6 sentences)
- Avoid task lists - focus on why the role exists
- Identify 3–5 major areas of responsibility (not individual tasks)
- Assign percentages totaling 100%
- Focus on outcomes and accountability
- Use pre-defined years of experience ranges (do not modify)
- Ensure experience reflects minimum entry capability - not preferred or ideal experience
- Write the type and scope of experience to match the level
- Include 3–5 required KSAs
- Ensure KSAs align to work performed and level expectations
- Avoid inflating requirements beyond what is needed on day one
- Confirm alignment with the Rebel Job Description Library
- Ensure content is clear, concise, and within character limits
- Validate that the level reflects the work, not the employee
- Attach the completed PD in Workday
- Include supporting documentation
- Ensure all required fields are complete
Job Framework: Rebel Learn
Human Resources has developed a series of self-paced Rebel Learn modules to help staff understand and navigate the new Rebel Job Framework, including its key components and related changes. Visit the Rebel Learn Modules to explore these resources and learn more.