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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 Model by Professions
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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
Developing
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