Career Ladder Hrs

CCareer Ladder Programareer Ladder Program

Promoting Excellence, Quality of Product Promoting Excellence, Quality of Product and Outstanding Customer Service and Outstanding Customer Service

at Your Organizationat Your Organization

Prepared byPrepared byMichael BubenyakMichael Bubenyak

[email protected]@aol.comCall (209) 456-9055 to obtain a copy of the Call (209) 456-9055 to obtain a copy of the

2012 Career Ladder Program 2012 Career Ladder Program Peer ReportPeer Report

Your Company LogoYour Company Logo

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Table of ContentsTable of Contents

Why do we need a Career Ladder?

What does a Career Ladder Accomplish?

Key Program Elements

Career Ladder Levels

How does it work?

Governance

compensationcompensationsupportsupport

youryour

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Why do we need a Career Ladder?Why do we need a Career Ladder?

To recognize accomplishments in a consistent manner for all employees

To provide a path for careers

To apply consistent criteria for both job levels and compensation

Improve competencies of the workforce through better selection and placement

Increase training and development participation

Increase retention of competent employees

Improve individual performance and contribution

Provide flexibility to line managers in staffing decisions

Provide flexibility to line managers when assigning job duties

To ensure that new hires are correctly placed within job levels and compensation structure in the organization

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What does a Career Ladder Accomplish?What does a Career Ladder Accomplish?

Recognizes contributions

Recognizes both individual contributors and managers

Clarifies and facilitates career paths

Correlates with compensation that’s fair and competitive

Is a tool for recruitment and retention

Outlines criteria that are fair, simple, and easy to understand and talk about

Flatter organizational structures

Competency/skill based salary management

Comprehensive position management

Decentralized position classification decisions

Greater emphasis on individual development.

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Key Elements of the ProgramKey Elements of the Program

Assignment/Promotions to a level within a job family:


Are based on identified competencies and needs of the department

Are based on supervisor recommendation and/or committee review

Must follow the standard request/approval procedures

Performance standardsPerformance standards:


And more…………….

Promotional Opportunities: Promotional Opportunities:


And more……….

Development/training opportunities:Development/training opportunities:


And more……….

Salary Adjustments: Salary Adjustments:


And more……….

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Career Ladder LevelsCareer Ladder Levels

EngineeringEngineering

Associate

Engineer

Senior

Principle

Architect

Senior Architect

Technical Director

OtherOther

Assistant

Associate/Analyst

Senior

Lead

Specialist/Consultant

n/a

n/a

The “titles” for levels are only examples and The “titles” for levels are only examples and may very each department/division. A 6may very each department/division. A 6thth and and

77thth level exists in Engineering level exists in Engineering onlyonly..

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How Does it Work?How Does it Work?

Ladder to Engineer/Analyst (L1 to L2)

Movement to Level 2 is typically “up or out”; the true difference is advancement from competent to proficient.

Ladder to Senior (L2 to L3)

Career destination for most employees.

Ladder to Principle/Lead (L3 to L4)

• Significant accomplishments are required to reach this level and higher

Ladder to Architect/Consultant (L4 to L5)

Significant accomplishments throughout one’s career are required to reach this level and higher

Ladder to Senior Architect / Not Available (L5 to L6)

Significant Leadership. Technical, Product Development and Business Acumen Skills are required to reach this level

Ladder to Technical Director / Not Available (L6 to L7)

Must be able to differentiate from L6

Basic Requirements: Basic Requirements: Defined by leveling guidelines and clearly “Scaled” side-by-side job summaries; job summaries provide not only a clear career path but also ensure a positive return on your human capital investment.

Approvals: Approvals: Different by level; different by program design.

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GovernanceGovernance

Signature approvals and review processes act Signature approvals and review processes act as the primary governance of the programas the primary governance of the program1.1. Policies and procedures guided by leveling guidelines, Policies and procedures guided by leveling guidelines,

and/or, and/or,

2.2. Executive Leadership consensus guided by a series of Executive Leadership consensus guided by a series of reviews and approvals, or, reviews and approvals, or,

3.3. Professional Review Committee with specific development Professional Review Committee with specific development plans, submission of CV, Exemplars, etc… at each level of plans, submission of CV, Exemplars, etc… at each level of advancementadvancement

Human Resources advises on appropriate Human Resources advises on appropriate headcount, skill mix, competencies, and, headcount, skill mix, competencies, and, training and development programs for the training and development programs for the organizationorganization

Finance advises on the cost considerations and Finance advises on the cost considerations and budget impact of promotionsbudget impact of promotions

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All promotions include a All promotions include a compensation compensation reviewreview

Compensation Compensation changeschanges at the at the time of promotion are not time of promotion are not automaticautomatic

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About HRSupportAbout HRSupport

HRSupport was established in 1996 to meet the unique compensation needs of companies in today's rapidly changing labor market. HRSupport has worked with a variety of companies developing compensation programs, and, providing project and staffing support. Clients range from start-up companies to well-established corporations. These companies include non-profit organizations, privately held companies, for-profit companies and national research labs.

Please call me with for any of your compensation design, administrative or annual maintenance needs.

Michael BubenyakCompensation Consultant

[email protected](209) 456-9055

compensationcompensationyouryour

supportsupport

mailto:[email protected]

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Career Ladder Hrs