Sponsor every career pathway
Each and every individual should be aligned to a strategic career pathway. That alignment should be known to individuals and their managers.
It may change from time to time due to shifts in the needs of the organisation or the individual, and that’s ok. This individual definition is continuous and essential for supporting with learning.
Types of career pathways
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Starting in a new role: This pathway is reserved for individuals who have not yet started work in the organisation or have only recently started in a new role. The focus should be on clarity of task definition and ensuring understanding of the skills required to perform such tasks.
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Staying up-to-date in current role: Tasks are evolving as automation impacts. Skill requirements are therefore changing regularly. The role (and all of its tasks) still very much aligned to the needs of the organisation.
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Moving up a level in current role: The fundamental tasks of the role are evolving as automation impacts. The mix of time spent on different tasks shifts as the individual gains more experience and the organisation demands higher levels of responsibility. The role (and all of its tasks) still very much aligned to the needs of the organisation, and the individual must be equipped stay on top of the higher levels of responsibility.
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Moving up the defined pathway to a new role: The organisation demands higher levels of responsibility that go beyond the bounds of the current role. Upwards mobility drives the individual towards a higher-level role as an individual contributor or as a manager. The change in role requires a larger change in tasks, though many will be aligned to prior areas of experience. This is especially true when moving from individual contributor roles to manager roles, or manager roles to executive roles.
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Moving across the job family to a new role: The balance of tasks is shifting towards another related role in the same job family. The organisation is emphasising productivity on tasks that share the same foundational roots as the prior area of experience, with some key differences. The change in role requires a larger change in tasks, though the levels of responsibility will remain similar.
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Moving out of the job family to a new role: The productivity needs of the organisation are shifting away from the same job family. The organisation is emphasising productivity on tasks that don’t share the same foundational roots as the prior area of experience, however there will often be beneficial areas of overlap. The change in role requires a very large change in tasks, though the levels of responsibility will remain similar or even reduce.
How we can help
Based on your mapped and normalised roles, we can help you to define the career pathways that are most relevant to your organisation with our occupation recommendations. Starting with a role and its skills, we can recommend the next role that an individual may take based on the skills in their profile and the skills they need to develop to move to that role. This can be used to define the career pathways for each individual in your organisation.