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