Establish an Enterprise-Wide Career Path Framework

Use a consistent career path framework to facilitate employee development and build your talent pipeline.

Onsite Workshop

Lack of a clear career path causes:

  • Employee turnover.
  • Complexities in internal transfers of employees.
  • Sticking to traditional, vertical job ladders for employee advancement.
  • Departments to operate in their own way in the absence of a career framework, creating a lack of consistency.

An enterprise-wide career path framework results in:

  • An ease in identifying transferrable skills and opportunities for both employees and managers.
  • An integration of a variety of HR programs that are often disjointed.
  • Employee and manager engagement and retention.
  • A clear understanding of core, common, and job-specific competencies required in the organization.

Module 1: Prepare for Project Launch

The Purpose

  • Prepare for the launch of your career path framework project by engaging key stakeholders, and establishing goals, measures of success, governance guidelines, and an ideal number of tiers.

Key Benefits Achieved

  • Planned to engage key stakeholders.
  • Documented career path framework goals.
  • Set success criteria.
  • Created governance guidelines.
  • Established framework tiers. 

Activities: Outputs:
1.1 Draft and document goals and measures of success.
  • Draft and document specific framework goals and measures of success.
1.2 Establish governance guidelines.
  • Establish governance guidelines to ensure practice aligns with intent.
1.3 Identify the ideal number of tiers.
  • Identify the ideal number of tiers for your career path framework.

Module 2: Select and Build Out Competencies

The Purpose

  • Select and build core, common, and job-specific competencies.

Key Benefits Achieved

  • Select core competencies.
  • Select common competencies.
  • Determine proficiency levels for each competency, by tier.
  • Select job family specific competencies.
  • Evaluated the career path framework.

Activities: Outputs:
2.1 Select core competencies.
  • Select core competencies that apply to every role in the organization.
2.2 Select common competencies.
  • Select common competencies that apply to many jobs in the organization.
2.3 Assign expected proficiency levels.
  • Assign expected proficiency levels by tier for each core and common competency.
2.4 Select job family specific competencies.
  • Select competencies that only apply to jobs in a specific job family.

Module 3: Create Your Administration Guidelines

The Purpose

  • Create administration guidelines that cover governance, the purpose and goals of the career path framework, roles and responsibilities, success metrics, and clear communication and training strategies.

Key Benefits Achieved

  • Created administration guidelines for your career path framework.

Activities: Outputs:
3.1 Create administration guidelines.
  • Use the administration guidelines template to create a guide for both employees and managers.

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