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Career Pathways Framework, Career Goals - Coggle Diagram
Career Pathways Framework
Define career pathway goals and objectives
Purpose: Clarify why career pathways are being established for staff (e.g., to promote retention, skill development, and leadership growth).
Objectives
Providing transparent pathways for career advancement
Equipping staff with skills for internal mobility
Enhancing organizational talent to meet future needs
Career Pathway Tiers
Entry-level positions
Mid-level or intermediate roles
Advanced or senior roles
Role Progression: Outline role progression within departments, allowing staff to see growth opportunities (e.g., from administrative assistant to office manager to operations lead).
Competency and Skill Mapping
Define key competencies for each pathway (e.g., communication, problem-solving, leadership).
Identify technical or specialised skills needed for each role.
Encourage or provide access to certifications relevant to roles (e.g., project management certifications, IT certifications).
Self-assessment of strengths and areas for improvement
Identify target roles and job titles
Conduct Skill Gap Analysis
4.
Training, Education, and Development Opportunities.
Provide tailored training for each level, such as leadership development programs, technical skill workshops, or soft skill workshops.
Encourage advanced degrees or certifications that support staff goals and career growth.
Offer mentoring programs to help employees learn from senior staff and leaders.
Career Counselling and Personal Development Plans (PDPs)
Schedule career planning meetings with HRBP's or department heads to identify pathways and set goals.
Create PDPs outlining employees’ current skills, target roles, and the steps needed to advance.
Develop clear, actionable roadmaps tailored to each employee’s role and aspirations.
6.
Cross-Departmental and Cross-Functional Opportunities
Offer rotations between departments to build cross-functional skills.
Assign staff to projects outside of their usual roles to broaden experience.
Provide events or forums to foster inter-departmental relationships.
Performance Metrics and Promotion Criteria
Define requirements for advancement at each career level (e.g., years of experience, skill certifications, performance reviews).
Use structured, regular performance reviews to assess skills and readiness for advancement.
9 box grid
Set milestones based on skill mastery and contributions to the organisation.
Outcome Measurement and Feedback
Monitor and report on the percentage of staff advancing along career pathways.
Collect data on staff satisfaction with career development opportunities.
Track rates of internal transfers and promotions as a measure of pathway effectiveness.
Continuous Improvement and Career Pathway Evolution
Regularly evaluate and update career pathways to stay aligned with organiSational goals and industry standards
Use feedback from staff and managers to refine the framework.
Update pathways based on emerging skills and industry trends.
Career Goals
Career Goals
Short-term goals (1-2 years)
Medium-term goals (3-5 years)
Long-term goals (5+ years)