Software Engineering

Building a Career Progression Framework for Your Employees: Benefits and Examples

An effective way to help your employees grow is by creating a career progression framework that defines the various levels of each position and the pathways by which they can move up within the organization.
Published on
September 2024

As a business owner or manager, one of your key responsibilities is to help your employees grow and advance their careers within your organization.

One effective way to achieve this is by creating a career progression framework that defines the various levels of each position, the associated responsibilities, the pay rate of each, and the expectations of how one can progress from one level to another.

In this guide, we will explore how to build a career progression framework and the benefits of having one.

For further reading on the subject, check out our Human Resources Templates which include a Career Development Plan Template.

Crafting Your Career Progression Framework

Before you start building your career progression framework, it is important to understand your organization's unique needs and goals.

Begin by mapping out the key roles in your organization and identifying the skills and competencies required for each position. Then, group those roles into distinct levels that reflect the skills, competencies, and responsibilities required at each stage.

Next, create detailed descriptions for each role and level in your framework.

These descriptions should include the specific tasks and responsibilities associated with each role, the required skills and experience, and the performance expectations for each level.

It is also essential to include the compensation structure for each level in your framework. Define the pay rate for each level and any associated bonuses or incentives.

Example Career Progression Frameworks

To help you get started, here are some example career progression frameworks:

Sales Career Progression Framework

Level Title Responsibilities Salary Range
1 Sales Associate Prospect and qualify leads, prepare proposals, and manage customer relationships $40,000 - $60,000
2 Sales Representative Manage a portfolio of clients, develop new business, and close deals $60,000 - $80,000
3 Sales Manager Lead a sales team, set sales targets, and develop sales strategies $80,000 - $100,000
4 Director of Sales Oversee the entire sales department, set sales goals and objectives, and manage sales budget $100,000 - $150,000

Engineering Career Progression Framework

Level Title Responsibilities Salary Range
1 Junior Software Engineer Write code, debug software, and test features $60,000 - $80,000
2 Software Engineer Design and develop software solutions, mentor junior engineers, and contribute to codebase $80,000 - $100,000
3 Senior Software Engineer Lead development projects, oversee product architecture, and mentor junior and mid-level engineers $100,000 - $120,000
4 Engineering Manager Manage a team of software engineers, provide technical leadership, and oversee project delivery $120,000 - $150,000

Marketing Career Progression Framework

Level Title Responsibilities Salary Range
1 Marketing Coordinator Assist in marketing campaigns, monitor social media and website analytics, perform market research and analysis $40,000 - $50,000
2 Marketing Specialist Develop and implement marketing campaigns, write copy for various marketing materials, analyze market trends and data, manage social media channels $50,000 - $65,000
3 Marketing Manager Develop and implement marketing strategies, manage budgets and timelines, oversee marketing team, analyze market trends and data, evaluate marketing campaign performance $70,000 - $90,000
4 Director of Marketing Develop overall marketing strategy, lead and manage marketing team, establish and maintain relationships with key stakeholders, oversee budget and resources, develop and track key performance indicators $100,000 - $150,000+

Note: Salary ranges are based on industry standards and may vary depending on location, experience, and other factors.

Feel free to adjust the responsibilities and salary ranges to better fit your organization's needs and budget.

Benefits of Having a Career Progression Framework

Creating a career progression framework can provide a number of benefits for your organization and your employees.

For your organization, having a clear framework can help you attract and retain top talent and improve performance by setting clear expectations for career growth.

For your employees, a framework provides a clear path which can increase motivation.

By understanding the skills and competencies required for each level, employees can set goals and work towards achieving them.

Additionally, having a clear understanding of the compensation structure can help employees understand what they can expect to earn as they progress in the organization.

Measuring Progress and Readiness for Promotion

Once you have a career progression framework in place, it is important to regularly assess employee performance and determine if they are ready for promotion to the next level.

Continuous performance management practices, such as regular check-ins and feedback sessions, can help managers understand an employee's strengths and weaknesses and identify areas for improvement.

Additionally, you can use metrics such as sales targets, project milestones, or customer satisfaction ratings to measure employee performance and determine if they are ready for promotion.

For more on this front, check out our post - Factors to Consider When Evaluating Employees for Promotion

When an employee has demonstrated the skills and competencies required for the next level, work with them to create a development plan that will help them acquire any additional skills they need to succeed in their new role.

You're Creating the Map for Your Employees

Creating a career progression framework is an effective way to help your employees grow and advance their careers within your organization.

By mapping out the key roles and responsibilities in your organization and defining the skills and competencies required for each level, you can provide a clear path for growth and development.

Regularly assessing employee performance and readiness for promotion using continuous performance management practices will help you identify and develop your top talent.

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