Job architecture memos define levels before anyone argues about a single salary, and the MBAX 6441 Week 2 version below is complete, with its leveling criteria written out. Searches like "mbax 6441 week 2 assignment example", "mbax6441 week 2 sample" and "mbax 6441 week 2 example" land here.
What a finished MBAX 6441 Week 2 job architecture memo looks like
Three to five pages plus a grid. The grid is the artifact everyone looks at first: job families down one axis, levels across the other, with each cell holding a short descriptor. Around it sits the memo, opening with the problem in operational terms, offers approved by exception, two people doing the same work two grades apart, a recruiter unable to say what the next level requires. Leveling criteria follow, and they are behavioral rather than tenure-based: scope of decision, size of budget or team, degree of supervision received, breadth of the work. Each level carries an anchor role that already exists in the company. A short part maps current employees into the structure and flags the ones sitting outside it.
How a MBAX 6441 Week 2 example is structured
Problem first, then the structure, then the migration. The problem statement is quantified, because a memo asserting that leveling is inconsistent has not established that anything needs fixing; two employees at different grades doing identical work, with their titles and pay ranges, establishes it. Job families come next and are defined by the work rather than by reporting lines, so an analyst in operations and one in finance may sit in the same family. Levels are then defined against criteria applied identically across families, which is what makes cross-family comparison possible later. Anchor roles are named. The migration part addresses the awkward cases openly: employees whose current pay sits above the band, titles about to change, and the ones whose grade will not move despite an expectation that it would.
The grid, and what a cell says
Each cell describes work, not people: decisions the level makes without approval, the resources it controls, the ambiguity it is expected to resolve. Descriptors written as personality traits collapse under the first disagreement between two managers.
Families defined by work
A job family gathers roles requiring similar knowledge and producing similar output, regardless of which department they report into. Building families from the organization chart instead reproduces the inconsistency the memo exists to remove.
Criteria applied across every family
Scope, autonomy, budget, breadth: the same four or five dimensions run through every ladder. Uniform criteria are what let a firm say a level four in one function is equivalent to a level four in another, which is the property pay decisions later depend on.
Anchor roles that already exist
Abstract levels drift. Naming a current position at each level, with its actual responsibilities, gives managers a reference point and makes the structure testable against the workforce the firm already has.
Migration, including the awkward cases
Some employees will sit above their new band and some below. The memo says how each group is handled, whether by holding pay flat, by a phased adjustment, or by a development plan, and it estimates what the adjustment costs in the first year.
Where marks go in MBAX 6441 Week 2
Consistency of criteria is the first scored thing. A structure defining level three in engineering by years of experience and level three in marketing by budget size has produced two ladders that cannot be compared, and rubrics in this week test exactly that comparability. The second block sits on the quantified problem: without it the memo recommends a solution to nothing. Instructors also look for the migration part, which drafts routinely omit because it is the uncomfortable one, and its absence reads as a design never meant to touch anyone. Titles receive some credit for being legible in the external market, since a level structure nobody outside the firm recognizes complicates recruiting.
Get a MBAX 6441 Week 2 example written to your instructions
Send the week's memo instructions with their rubric, plus the organization named in the assignment and any level framework the classroom distributes. The finished architecture arrives with the grid, the criteria and a costed migration in 24 to 48 hours, the first one free. Families can be narrowed to whichever functions the prompt cares about.
MBAX 6441 Week 2 questions, answered
Does the memo need a full grid for the whole company?
Rarely, and attempting one usually produces thin descriptors everywhere. Most rubrics accept two or three job families worked properly, with the method stated clearly enough to extend. A narrow, defensible structure with real anchor roles scores better than a company-wide chart where every cell reads as the same sentence with a different adjective.
Should pay ranges appear in this memo?
Only as placeholders unless the prompt asks for them. Week 2 sets the structure, and the pricing work comes later in the term when market data enters. Attaching numbers early tends to make the levels follow the money rather than the work, which is the sequence the assignment is built to prevent.
Where do leveling criteria come from?
Published frameworks give a starting vocabulary, and many large employers post their own level definitions on engineering or careers pages. Whichever source is used, cite it and then adapt the criteria to the firm being written about, since a structure lifted whole from another company rarely fits its work or its market.