📮 [email protected] | 📅 Book a Consultation | 🌐 CodeTravellerHR.com

Overview

Complete leveling frameworks are essential to hiring, employee growth, development and pay equity. We’re excited to begin building a company wide leveling guide, focusing on measurable, competency-based expectations. In partnership with Team Leads, Executives and Individuals, People Ops will help build foundations and templates for a company-wide structure, giving us internal parity across teams and departments.

Once templates are designed, we will hold team-focused roundtables, getting input on skills and nuances of different roles. The outcome of this work will be a complete leveling framework that helps support upward, lateral or diagonal growth. Once finished, the competencies and skills defined in each role will be the foundation for building compensation bands.

<aside> 💡 Ready to build your Career Framework? Contact: [email protected]

</aside>

Goals & Outcomes

• A company wide competency based leveling framework that is consistent across the organization
• Role descriptions that encompass key responsibilities, goal structure, focused growth areas and core competencies
• Engagement Survey question “I have the ability to grow and develop my career at COMPANY” score increase by XX%
• Clearly defined expectations for management and leadership roles

Approach

Building framework templates

The first step will be aligning on structural decisions with team-leads. Some discussions topics may be:

• How many levels should the framework encompass?
• Applicable today, but also allows for role and head count growth
• What pillars to expectations support?
  • Ex: Teamwork & Autonomy, Execution & Results, Functional Skills, Communication
• What expectations do we have a various levels?

Once that input is captured, People Ops will draft a template leveling framework and share with team leads. Ultimately, team leads will be held accountable for building out the frameworks with department and role specific competencies, with as much support needed from People Ops.

Supporting developing leveling frameworks

Teams have the best perspective, and are the most knowledgable, about the skills and abilities needed for roles in their org. It’s also helpful to understand how teams see growth and competency development within their career path. People Ops supports by holding roundtables with teams, and facilitating discussions around career paths. Across the company, teams may already have a career pathing framework or may be starting fresh.

• Roundtable discussions
  • Time and spaces for teams to discuss their departments career path
  • Includes growth opportunities, leveling expectations, and competencies
  • What does success look like? What does the day to day look like?
• Team Lead / HR Draft
  • Team Leads draft key skill requirement for levels
• Roundtable Review
  • Review initial career level draft with team, solicit feedback
• HR / Team Lead finalize career levels, review with team

Philosophies in building levels

Key philosophies on how we approach our leveling matrix help align the company as we develop our career paths:

• Levels build upon one another
  • As one grows up the career ladder, it’s reasonable that they have the competencies from previous levels.
• More time spent in more senior levels
  • In early career levels, an individual may advance more quickly. These roles tend to be more learning and execution focused
  • As an individual grows their career, the expectations of the role become broader and individuals should expect to stay in a role for a longer period or time