Additional resources
The Professional, Technical and Operational (PTO) Framework Programme is a major initiative designed to bring greater clarity, fairness and consistency to how PTO roles are described, supported and enabled across the university.
The programme will support nearly 4,800 colleagues – half of Imperial’s workforce – to thrive in their roles. It is about enabling high performance by giving everyone the clarity and confidence they need to grow and navigate their career journey within the university, and ensuring they are fairly recognised and rewarded.
Why the programme is happening
Colleagues have told us role expectations, development opportunities and performance conversations can feel unclear or inconsistent. They have also told us of the need to reform and modernise our salary scale.
We need support services that can develop and work effectively across functions to high quality delivery, especially as our academic, teaching and research ambitions expand. This programme aims to build those foundations.
What is changing
The PTO Framework Programme will introduce:
- Role definitions: Job families that provide clearer definitions of PTO roles and how they relate to others across Imperial.
- Structured competencies: Behavioural and technical competencies for each grade of the new job families that help colleagues understand what good performance looks like, and the skills needed to progress and develop into other roles.
- Development pathways: A refreshed, supportive approach that enables high performance, focusing on constructive conversations, continuous development and shared expectations.
- Salary structure: An updated salary structure, once new performance processes and systems are well established.
These changes will help colleagues understand the skills required for different roles, supporting development, confidence and internal mobility. Staff will be better able to see potential career routes and progression that may span several job families.
How the work will happen
The programme will be delivered in phases:
- Step 1: A procured external partner will support the development of the new job families. Job families and competency frameworks will be developed and finalised ahead of the Great Service Programme Phase 2.
- Step 2: Performance and workforce enablement work will be embedded alongside the Great Service Programme rollout.
- Step 3: Salary structure changes will be considered once new systems and processes are fully established, and after trade union negotiations.
Built with our community
This programme was initiated through extensive engagement with a cross‑university Working Group, including colleagues from a wide range of roles as well as representation from the Joint Trade Unions. The Working Group will now be reformed as an Advisory group, whose insights and lived experience will continue to shape how this work progresses.
Following University Management Board approval, the PTO Framework’s programmatic phase has begun and will take a phased approach. Colleagues will be updated regularly as the programme progresses.
In the meantime, more information can be read on our Frequently Asked Questions page.