BINUS 101 Introduction to Career Management in BINUS

Career Management – Career Path - Talent Review - Succession Planning – Grade Progression

Update per January 2015

Introduction • Career development is important for companies to create and

sustain a continuous learning environment

• The biggest challenge companies face is how to balance advancing current employees’ careers with simultaneously attracting and acquiring employees with new and/or right skills and capabilities

• Career development is also important for preparing talents to fill key positions in line with business expansion and infrastructure readiness.

What is Career Management? Career management is the process through which

employees:

– Become aware of their own interests, values, strengths, and area of development

– Obtain information about job opportunities within the company

– Identify career goals

– Establish action plans to achieve career goals

Self-

Assessment

Reality

Check Goal Setting

Action

Planning

Career Management Process

Use of information by employees to determine their career interests, values, aptitudes, and behavioral tendencies

Often involves assessment

Information employees receive

about how the company evaluates

their skills and knowledge and where they fit into company

plans

The process of employees developing short- and long-term career objectives

Usually discussed with the manager and written into a development plan

Employees

determining how they will achieve their short and long-term career

goals

Shared Responsibility: Roles in Career Management

Employee

1. Initiative to ask for feedback

2. Seek challenges by gaining exposure

3. Create visibility

Manager / Supervisor

1. Coach

2. Appraiser

3. Advisor

4. Referral Agent

Human Capital

and BCL & D

1. Prepare employees for job

searches

2. Provide specialized services

3. Offer counseling

4. Training and development

chances

BINUS

Providing resources for employees’

career planning:

1. Information on career and job opportunities

2. Career paths

3. Career counseling

6

Binusian Grade

Band Grade

Managing Director 26

25

Director

24

23

22

Associate Director

21

20

19

Senior Manager 18

17

Manager

16

15

14

13

Supervisor

12

11

10

Officer

9

8

7

Staff

6

5

4

Outsource

3

2

1

Band Grade Binus University & Academic Specialist Track

Managing director 26

25

Director

24

Rector Higher

Education Advisor

23

22

Associate Director

21

Vice Rector/ Director

E2 Professor

20

Dean

E1

19 D4

Associate Professor

Senior manager 18

Head of Dept - S2

Head of Dept - S3

Senior Manager

D3

17 Head of

Department - S1

RIG Leader

D2

Manager

16

Manager

D1

15

Head of Program

Internationalization & part Coord

C3 Senior Faculty

Member 14

Deputy Head of School

C2

13 Deputy Head of Dept /

Program

C1

Supervisor

12 Lecturer Specialist S2 & S3

Head of lab

SCC/ CCC/ RC

Section head

B3 Faculty

Member 11 B2

10 B1

Officer

9 Lecturer Specialist S2 (candidate)

Officer

A3 Junior Faculty

Member

8 A2

7 A1

Staff

6

Asisten Lab Staff

5

4

Outsource

3

2

1

Band Grade Division or Tyical Supporting Function

Managing director 26

25

Director

24

Director

23

22

Associate Director

21 General Manager

20

19

Senior manager 18

Senior Manager (if any)

17

Manager

16

Manager

15

14

13 Deputy Manager

Supervisor

12

Section Head/ Supervisor 11

10

Officer

9

Officer

8

7

Staff

6

Staff

5

4

Outsource

3

2

1

Complete Talent Management Data in SAP

• Talent profile as internal CV for each BINUS employee

• Widening your career opportunity in BINUS by updating your talent profile to help HC identify your performances, work experience(s) and career aspiration so HC could match your profile and propose you for available position(s), if any.

Admin (1 - 3)

Staff Co Teacher (5-9)

Officer

Supervisor

Lecturer Specialist S2 (Candidate) (7-9)

Assistance Spv (6-9)

Head of Lab (10 - 12)

Officer (7-9) Teacher (8-13)

Administration /

Outsource

Junior Programmer (3)

Teaching Assistance SLC (3 - 6)

Staff (4-6) Staff SLC (5-7)

Deputy HoP (10 - 13)

Deputy HoS (11 - 14)

Section Head (10-12)

Research Coordinator

(10-12)

Deputy Manager (12 - 13)

Specialist I (10 - 12)

FM SCS

FM CCC (10-12)

FM SCC (10-12)

Deputy HoD (10 - 13)

Lecturer Specialist S3 (10 - 12)

Lecturer Specialist S2 (10 - 12)

Head (School Area) (10-12)

Head of Program (12-15)

Head of Department -S3

(16-18)

Senior Manager

Vice Rector /Director

(affiliated) (17-20)

Associate Director

Director

Dean/Director (BBS BI (18-20)

Rector (affiliated)

(19-22)

Director/ Division Head (20-24)

Director/Division Head (affiliated)

(17-22)

Senior Manager (17-18)

Manager (13-16)

Vice Rector /Director (Univ)

(18-21)

Associate Director/GM

(19-21)

Director (BCT) (19-21)

Supervisor

(Grade 10-12)

Manager Head of

Department -S1 (14-17)

Head of Department -S2

(15-18)

RIG Leader (14-17)

Specialist II

(13-16)

IPPC (12-15)

Specialist III (17-18)

Deputy Vice Rector (Univ)

(17-18)

Deputy Director (Univ) (17-18)

Deputy Dean BBS BI (14-17)

Vice Principal (both ECY/EL & MS/HS)

(14-17)

Vice Principal (ECY/EL & MS/HS)/VP

Operation/GOM (13-17)

IB Coordinator (13-17)

Dean (Univ) (18-20)

Principal (both ECY/EL & MS/HS) (18-22)

Executive Dean (20-23)

President Director (BCT) (20-24)

Rector (22-24)

Principal (ECY/EL or MS/HS) (18-22)

Managing Director Managing Director (25-26)

Type Job Movement in BINUS • Job Promotion

Is an elevation of the position and Job Grade of an Employee within one or across another Directorate/Business Unit, Division, Department, or Section

• Job Transfer

Is the transfer of an Employee’s position across Directorate/ Business Units, Divisions, Departments, or Sections, and conducted for an equivalent Job Grade

• Job Rotation

Is the movement of an Employee’s position within one Directorate/Business Unit, Division, Department or Section, and conducted for an equivalent Job Grade

Manager B

Section Head B1

Section Head B2

Section Head B3

Manager A

Section Head A1

Section Had A2

Job Movement Illustration

Department A Department B

Job Promotion

Job Transfer Job Rotation

Grade Progression (move between grade)

• Administrative requirement:

- Education

- Duration of service in current grade

- Last PA score(s)

- Not in active-warning-letter-period

• Developmental activities:

- Supervisor’s evaluation aims to evaluate the candidate’s competency level with the

target-grade’s competency profile

- Attendance in developmental programs

- (For progression to grade 8 and above) Improvement project

Administrative requirement

Developmental activities

Progressed

Administrative Requirement

Band Grade

Minimum

Years of

Experience

Min. Education

Background

Performance Score

(based on KPI) Warning Letter

Manager

15 > 16 2

S1

Must be equal

or

above 4.5

(moving weighted average:

3 years: 50% : 30% : 20%

2 years: 70% : 30%

1 year: 100%)

Not in active-

warning-letter-

period

14 > 15 2

13 > 14 2

Supervisor

11 > 12 2

10 > 11 1

Officer

8 > 9 2

Diploma or

Professional

Certification

7 > 8 1

Staff

5 > 6 2

4 > 5 1

Talent Review – Succession Planning

The process of identifying and preparing suitable employees to: • Replace critical position within an

organization due to various changes that might occur

• Prepare resources for future

changes and expansion emerge in the organization

Arrange the Individual

Road Map Plan &

Replacement Chart

- Career Path

- Job family

- Personal Qualification

Talent Matching Process

Position Match Rank 1

Position Match Rank 2

Position Match Rank 3

Director

Manager A Manager B Manager C

Position Matching based on criteria

Individual Career Plan

Current needs, based on replacement chart

Future needs/expansion

Director

Manager X Manager Y

Road Map Illustration

Mentoring

Project Assignment

Accelerate Education Development Program / Career Scholarship

Core Competency Development Program

Capability Development Program

Will be based on the individual road map plan

Talent Development Program

Thank You Career Management and Assessment

Human Capital & Legal Division

Bina Nusantara

2012