3 Imagine….….being able to identify how your role fits within the larger picture and being able to identify what skills and knowledge you need to gain to be successful in developing your career within UBC regardless of the department you work invisibility into what positions exist across the IT community at UBCability to determine what competency you can develop to further your career at UBCgreater ability to access skills across the IT community which you may require on a temporary basis – for questions, projects or general assistancegreater equity across positions in terms of standardizing position descriptions, titles, competencies, performance reviews and recognition and reward
4 Why align to the IT Career Framework? To help you identify the M&P IS&T career options within UBC to assist you in creating a development planAllows you to identify what skills, knowledge, experience, qualifications and behaviours are required for progression along any given route.Enables you and your Manager to identify training and development activities relating to both current role and future career choicesWe have over 700 M&P IT jobs at UBC and more than 800 if you include some of the other M&P areas such as Learning Technology. This is one the second largest IT organization in BC, with Telus being the largest. We are in line with ICBC and BC Hydro in terms of numbers. There is no reason why someone couldn’t build an interesting and varied IT career here at UBC if they chose.Allows for greater transparency of what jobs we have, the associated compensation. Paths are limitless – you can choose to go laterally, diagonally up (or down!) based on acquiring the skills, knowledge and behaviours required for the job.Rollover benefit is being able to find your tribe based on common titles.....and a title that is meaningful for partnes, colleagues and IT groups outside UBC
5 And to address this…. All these positions do “Desktop Services” PC LAN AnalystsComputer Support SpecialistsUser Service CoordinatorsSystems AdministratorsCentral Service Desk Support AnalystUser Service AdvisorsIT Support TechnicianIT Research SpecialistCentral Service Desk TechnicianWe have over 700 jobs on campus in the IT profession with up to 300 distinct job titles. Some are similar jobs with slightly different job titles, while others are similar jobs with unique job titles and so on…..
6 Project ScopeAligning to the IT Career Framework will involve all IT Professionals in the M&P IT&S job family. The project will be led by <insert Project Manager name> with assistance from HR <enter HR representative’s name>. We will be:Standardizing position descriptions and titlesIntroducing competencies required for positionsIntegrating competencies and personal development planning into our annual review process
7 Guiding Principles M&P IS&T guidelines are followed We will standardize and simplify as much as possibleAccommodate customization where necessary – specific duties which may be unique to you or our departmentThis is not an opportunity to re-evaluate compensation, however if there are any overt compensation misalignments, we will address them as we would normally.
8 So….what is a Career Framework? A career framework is a group of many career ladders which allow an individual to move laterally or across career ladders. Allows individuals to:Expand and improve within their own competencies to a higher level positionLearn new competencies which will allow individuals to move into new professionsIdentify where opportunities may exist at UBC for career progression
9 What is a Career Ladder?A career ladder is a grouping of like skills and competencies which allow a person to progress in an organization requiring:Increasing levels of skill and knowledgeIncreasing levels of responsibilitiesResulting in increasing levels of compensationRequiring support, guidance from management
10 The Career Framework How will the Career Framework help? Applications DevelopmentAV ServicesBusiness AnalysisClient SvsDatabaseEnterprise ArchitectureLeadership and ManagementNetwork AnalysisProject ManagementQA AnalysisSupport AnalystSystems AnalysisSystems AdministrationExHGFE2EDCBAHow will the Career Framework help?Discuss approach– took over 200 existing JDs on file and grouped them to come up with the ladders. Many similar jobs with different titles, and many different jobs with similar titlesReviewed external recognized JD`s for IT through Towers Perrin and Robert HalfVetted business titles, core duties with 24 Focus Groups comprised of Managers and staff performing these jobsDescribe Career Frameworkspan two classifications due to scope and complexity outlined in the M&P IT guidelinesgreyed areas are typical transition points, however you can move laterally, diagonally, up or down as you learn skills and competencies associated with jobs. Listed in alphabetical orderyou also have definitions for each of these ladders to refer toHandout – Career Framework Diagram and Ladder Descriptions
11 The Career Framework 13 career ladders 8 classification levels based on M&P IT GuidelinesStandard Titles and Job Description Templates created for each positionEach job spans two classification levels based on scope, complexity, consequence of error, supervision etc.Greyed areas indicate typical times when individuals make career choices to move
12 How titles are derived…. Senior Systems AnalystLevel of expertiseIIISeniorArea of SpecialtyNetworkBusinessApplicationsProjectCommunicationsFunctionAnalystCoordinatorTechnicianRepresentativeSpecialist
13 What is a competency?A competency is defined as a skill, knowledge, ability or behavioral characteristic that is associated with superior performance.There are two basic levels of competencies: technical and behavioral.Technical Competencies are predominately about acquired knowledge and technical abilities and skills.Behavioral Competencies, such as communication skills or team member skills.
14 What are the competencies? Three core competencies across all IT jobs:Communicating for ResultsProblem SolvingCollaborationEach ladder has three role-based competencies from this list:AccountabilityAnalytic ThinkingBuilding RelationshipsBusiness EnterpriseKnowledgeBusiness ProcessKnowledgeChange AdvocateDeveloping OthersInformation SystemsInitiativeStrategic TechnologyPlanningThoroughnessLINK TO YOUR GROUP’s VISION AND STRATEGY –- as service providers to our clients, we collaborate with the UBC community. We seek to continue to evolve in getting closer to our customers and service focused which may include collaborating with other IT Professionals on campus. We take highly technical concepts and need to communicate these to our customers in a way that makes sense to them. As a service provide we are constantly problem solving whether it be initially to solve a business problem through technology application or solve a technology issue with current services.
15 Competency Proficiency Being Developed: Demonstrates minimal use of this competency; Currently developing competency.Basic: Demonstrates limited use of this competency; needs additional training to apply without assistance or with frequent supervision.Intermediate: Demonstrates working or functional proficiency level sufficient to apply this competency effectively working/functional knowledge of subject matter.Advanced: Demonstrates in-depth proficiency level sufficient to assist, consult to, or lead others in the application of this competency;Expert: Demonstrates broad, in-depth proficiency sufficient to be recognized as an authority or master performer in the applications of this competencyDepending on the role within the ladder, you would have different competency proficiencies such as:clear definitions of observable behaviour makes it less subjective. These are likely competencies you are already displaying, but now we will have these are part of your job description and utilize them as one way of progressing in the career framework as you increase your proficiency
16 Aligning to the career framework Today we provided you with an overview of the career framework. Moving forward, we will cover three main stepsAlign, review and educate staff on the standardized position descriptions which includes competenciesIntegrate competencies and career development into current performance review/management processSupport individual career development
17 In practical terms, what is career development? Decide what you want from your career now and in the future. This includes identifying your strengths, interests and areas for development.You can then take a look at the framework and determine where you might currently fit into the framework. Assess your current knowledge, skills and competencies both on your own and in conjunction with your manager.Identify what knowledge, skills and competencies you would need to gain to achieve your career goals.Creates an annual personal development plan for discussion with your manager.
18 What does this mean to me? visibility into what positions exist across the IT community at UBCability to determine what competency you can develop to further your career at UBCgreater ability to access skills across the IT community which you may require on a temporary basis – for questions, projects or general assistancegreater equity across positions in terms of standardizing position descriptions, titles, competencies, performance reviews and recognition and reward
19 How can I get more information? Go toIf you have questionsMany other resources available through UBC HR on career development atFunding Opportunities for UBC employees:AAPS Professional Development Fund: Management and Professional (M&P) employeesLearning Portal:
20 What is the next step?Review of current job descriptions. Determining which job description in career framework best aligns. Updating job description with specific tasks you do to ensure it accurately captures what you do.