Career Model Framework

Facilitated by: Greg Duckworth

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Objectives

• Educate key stakeholders about the Career Model

Framework

• Provide you an opportunity to give feedback and

input in the creation phase of the Career Model work

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What stage am I in?What path am I on?How do I get to the next stage?

What competencies enable better results?

Which experiences build competencies and the ability to get results?

What results are expected?

The Integrated Components of a Career Model

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Purpose: Model for talent management that sets the foundation for career development,recruitment and selection, performance management, succession planning and compensation across the organization.

For Employees• Responds to the demand for enriching, fulfilling careers• Clarifies expectation setting in roles and in careers at • Creates understanding of career paths and opportunities across organization boundaries• Aligns to the changing Employee Value Proposition

For Managers• Sets common language to describe performance at • Uses common methodology for the hiring, managing, coaching, and development of people across

groups and functions• Provides consistency, transparency and accountability in succession planning

For • Offers a global view of talent across the organization to proactively plan for and align to business

needs• Provides a scalable and reliable way to identify and develop talent• Presents an agile framework to deliver upon the new employee value proposition • Aligns critical business and customer challenges to how we manage and develop people

Career Model Purpose and Benefits

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Career Model Overview

CompetenciesThe set of behaviors that differentiate outstanding performance

Career StagesWhat‘s expected in your current stage and how to get to the next stage on your chosen career path

ExperiencesThe building blocks for learning and growth

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2. Management

The Career Model Defines Two Career Paths at

1. Professional – Individual Contributors

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Management Path

Individual Contributor Path

Engineering Sales, Marketing, Services Corporate

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Career Stage Profiles

Career Stage Profiles (CSP)Define Career Paths

• What is expected at each stage in a career• What it takes to get to next stage• Stages distinguished by key career shifts

or variety in both results and experiences• Three dimensions highlight what’s

expected• Common framework for moving across

functions and businesses

Individual Contributor CSPs

Manager CSPs

Result Areas Full Exceptional

Business Description of Results Exceeding Results

     

 

Developing Indicators of common gaps or focus that needs to be coached and/or directed.

Customer/Partner    

     

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Integration    

     

  Developing  

Competencies

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Experiences

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Intense development process 1:1 Interviews with leaders (IC and managers) Content harvested from current resources Alignment of taxonomy

Standard methodology used across all professions CSP Build with Discipline Teams Primary Validation with Job Incumbents

Need for rigor, relevance, and legal defensibility

How the Career Models Are Built

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• Synchronized• Staged Implementation

– Release to Managers First

• Leverage What Works– Leader Led– Involve key constituents early– Begin change management early– Minimize anxiety...Message is goodness

• Standard messages and training...while enabling in-business flexibility on timing, delivery format

• Be Coordinated and Efficient• Your role

– Ensure you are tied into your professions’ Implementation plan– Champion benefits of the Career Models to your org

Implementation Design Elements