1. Career Path Framework

2. Agenda
Background and context setting
Introducing The Career Path Framework
Tools and resources

3. The Organization
Background and context setting
CSTG is the technology partner for most major Corporate Sector businesses globally:
Corporate Finance
Global Procurement Services
Corporate Human Resources
Real Estate Business Services
Operational Risk
Other Staff Units
CSTG also manages several key enterprise programs
Global JP Morgan Chase Intranet
Implementation of PlanView for AD Management

4. The Need for a Career Path Framework
Background and context setting
Initial CPF developed in IB Tech more than 2 years ago
Changing economic conditions, coupled with move to off-shoring of non-core technology roles made CPF even more critical as tool for the organization and for staff
Exploit CSTG ability to provide diverse career options to attract and retain outstanding talent
Support the resource strategy by identifying core / non-core roles
Allow staff members to
Understand where they fit in the organization
Explore future roles
Identify development plans
Develop realistic career goals
Work productively through uncertainty

5. CSTG Career Path Framework – Career Zones & Job Families
Introducing the CPF
CSTG Career Path Framework – Career Zones & Job Families
Shape
Guide
Expand
Develop
Integrate
Create
CSTG Job Families
Career Zones
Org. Leadership
Architecture
Application Engineering
Quality Management
Business Delivery
Infrastructure Management
Application Service Delivery
Business Management
CSTG Career Path Framework One Page View
Career Zones
Career Zones help employees and managers define how roles compare across the organization and where development is required to realize career goals
Career Zones help managers and employees compare employees’ roles, considering job content through four attributes:
Complexity
Authority
Responsibility
Experience
Managers use these normalized descriptions to establish expectations on what it will take to advance to the next zone
Job Families
Job Families cluster and package similar roles together. If an employee’s career stays within one family, the roles will likely have similar types of
Competencies
Responsibilities
Interests and aspirations
Job Families are used as context to explore the similarities and differences across roles

6. CSTG Career Path Framework One Page View
Module One – Introducing the CPF
How do Career Zones relate to one another?
Career Zones can be thought of as three general groupings:
CSTG Career Path Framework One Page View
Career Zones
CSTG Job Families
Org. Leadership
Architecture
Business Delivery
Infrastructure Management
Quality Management
Application Engineering
Application Service Delivery
Business Management
Shape
Guide
Integrate
Create
Expand
Develop 6

7. CSTG Career Path Framework One Page View
Module One – Introducing the CPF
Taking a deeper dive: Business Delivery Job family
CSTG Career Path Framework One Page View
Career Zones
Business Delivery Job Family
The Business Delivery Job Family consists of five roles
Primarily ‘Planning’ roles
Roles with similar job functions are grouped into two Role Categories:
Business Specialist
Management
Roles fall into Career Zones based on
Complexity, Authority, Responsibilities, Experience
Example: The Senior Business Analyst role has greater span of authority and greater overall accountability than the Business Analyst role
Each of the five Role Profiles contains a description, with key objectives/results, requirements and competencies defined
CSTG Job Families
Org. Leadership
Architecture
Business Delivery
Infrastructure Management
Quality Management
Application Engineering
Application Service Delivery
Business Management
Shape
Guide
Integrate
Create
Expand
Develop

8. Position in the Career Path Framework
What makes a Role Profile?
Role Profile
Description - Brief summary statements provide role overview. For career planning/scanning job postings.
Role: Description:
Manager: Business Unit:
Objectives/Results - Results the person is expected to deliver. For objective setting/ performance assessment.
Objectives / Results
Responsibilities - What someone in role must do to deliver results. For writing job descriptions/requisitions.
Responsibilities
Other Expectations -
Experience and qualifications required to perform role effectively. For recruiting/requisitions
Other Expectations
CSTG Core Competencies - CSTG values, knowledge, skills expected of every employee. For objective setting/performance assessment.
Skill & Competencies
CSTG Values Leadership Competencies CSTG Core Functional Competencies
Role-Specific Prof Competencies Role-Specific Technical Competencies Skills
Competencies/Skills - Role-specific professional/technical skills/competencies. For developing curriculum, staffing, workforce planning.
Positioning within Career Path Framework - Context of where role fits within the Career Path Framework
Position in the Career Path Framework

9. CSTG Career Management Intranet Site
Tools and Resources
CSTG Career Management Intranet Site
The CSTG Career Management Intranet Site provides managers with career management tools, process, and job aids to help you guide your staff member’s careers
Counsel Employees on managing their careers effectively and efficiently
Focus employee performance on key objectives to enhance team performance
Support teams through transition through communicating effectively during times of change
What to Say When Providing Career Counseling
Career Planner
Role Profile Finder
Career Management vs. Performance Management
How Do I Apply CPF?
SMART Objective Setting

10. CSTG Career Management Intranet Site
Tools and Resources
CSTG Career Management Intranet Site
The CSTG Career Management Intranet Site is also a place to learn more about and access career management resources.
Develop Career Plan Section
Counsel Staff on Career Management Section
This section provides information and tools that are designed to help employees develop a long-term vision and roadmap for their career in CSTG.
This section provides information around career counseling. Honest feedback and perspective can help formulate informed and considered career management goals, decisions and plans.
Career JPMorgan Chase
Interactive Career Path Framework
This section will take you to the JPMorgan Chase-wide career management website where you can find more information on managing your own career.
The Interactive Career Path Framework is a dynamic resource that enables you to explore possible roles in CSTG. Using this resource ensures that you are accessing the most recent version of CSTG’s Role Profiles.