1. Career Model Framework
Facilitated by: Greg Duckworth

2. Educate key stakeholders about the Career Model Framework
Objectives
Educate key stakeholders about the Career Model Framework
Provide you an opportunity to give feedback and input in the creation phase of the Career Model work
Objectives:
Provides the opportunity to educate and engage leaders earlier in the process around the world in such a way that they are part of the process and part of the outcome
Provides additional insight and information to make the Career Model content that much better
Highlights unique circumstances/situations in countries or organizations that we need, to further understand and plan for in the change management process

3. The Integrated Components of a Career Model
What results are expected?
What competencies enable better results?
What stage am I in? What path am I on? How do I get to the next stage?
The Career Model components work together in a very integrated way:
Career Stage Profiles (CSPs) – help a employee know what results are expected, what path they’re on and how they get to the next stage
Experiences – help a person know what job experiences will most help them to grow in the Career path they desire
Competencies – help a person to know what behaviors would help them achieve better results within their stage and career
Which experiences build competencies and the ability to get results?

4. Career Model Purpose and Benefits
Purpose: Model for talent management that sets the foundation for career development,recruitment and selection, performance management, succession planning and compensation across the organization.
For Employees
Responds to the demand for enriching, fulfilling careers
Clarifies expectation setting in roles and in careers at
Creates understanding of career paths and opportunities across organization boundaries
Aligns to the changing Employee Value Proposition
For Managers
Sets common language to describe performance at
Uses common methodology for the hiring, managing, coaching, and development of people across groups and functions
Provides consistency, transparency and accountability in succession planning
For
Offers a global view of talent across the organization to proactively plan for and align to business needs
Provides a scalable and reliable way to identify and develop talent
Presents an agile framework to deliver upon the new employee value proposition
Aligns critical business and customer challenges to how we manage and develop people
Highlight the benefits of the Career Model

5. Career Model Overview Career Stages Competencies Experiences
What‘s expected in your current stage and how to get to the next stage on your chosen career path
Competencies
The set of behaviors that differentiate outstanding performance
Experiences
The building blocks for learning and growth
The Career Model is three tools that work together to meet both employee and company needs: Career Stages, Experiences and Competencies.
Career Stages – What’s expected in your current stage, how to get to the next stage. The stages progress to identify a career path. The breakthrough here is a common language to enable movement across functions and businesses, and validates individual contributor and manager paths.
Competencies - Based upon rigorous research – identifies the set of behaviors that differentiate outstanding from typical performance in a profession or path. The breakthrough here is a focused list, proven in research to be the behaviors that differentiate.
Experiences – based upon the belief that we learn the most from on the job experiences, we applied the same research approach to identify which experiences people learned the most from in their careers, what they learned and aligned that to business needs. We know that experiences are the way that you build competencies, and the on the job learning you need to get results at future stages.
While many companies have career development based upon some of these concepts – at , we have integrated all three ideas into what will become a company wide solution.

6. The Career Model Defines Two Career Paths at
Management
Professional – Individual Contributors
The career model is clarifying the individual contributor path at – something we have always valued, but hasn’t been clearly defined for planning a career. Our professional specialists and experts are critical to our success, and we want to attract individuals who want a rich career without having to pursue management in order to gain impact and influence. The career model will be very transparent about the opportunities available in each function for individual contributors – and known as the Professional path. We are also making it very clear what the management path is, how many stages, and how to build a broad or deep management career.

7. Career Model by Professions
DEVLOPMENT
Program Management
S/DET
CONTENT Publishing
OTHER ENGINEERING
SALES
MARKETING
Customer Service
Law & Corp Affairs IT
Corp Services & ADMIN
RESEARCH
ENTERPRISE SERVICES
FINANCE
Evangelism HR
SUPPORT
Technical SALES
OPERATIONS
How does partition or categorize its employees into professions? Professions are recognized externally as requiring specialized knowledge, such as Sales professionals, and generally represent career paths. The Career Model will include content specific to each profession, providing a common language and framework for growing careers either as a specialist or across functions.
Engineering
Sales, Marketing, Services
Corporate
Management Path
Individual Contributor Path

8. Career Stage Profiles (CSP) Define Career Paths
What is expected at each stage in a career
What it takes to get to next stage
Stages distinguished by key career shifts or variety in both results and experiences
Three dimensions highlight what’s expected
Common framework for moving across functions and businesses
Career Stage Profiles
Result Areas
Full
Exceptional
Business
Description of Results
Exceeding Results
Developing
Indicators of common gaps or focus that needs to be coached and/or directed.
Customer/
Partner
Integration
Standard
Individual Contributor CSPs
Manager CSPs

9. Competencies

10. Experiences

13. How the Career Models Are Built
Intense development process
1:1 Interviews with leaders (IC and managers)
Content harvested from current resources
Alignment of taxonomy
Standard methodology used across all professions
CSP Build with Discipline Teams
Primary Validation with Job Incumbents
Need for rigor, relevance, and legal defensibility

14. Implementation Design Elements
Synchronized
Staged Implementation
Release to Managers First
Leverage What Works
Leader Led
Involve key constituents early
Begin change management early
Minimize anxiety...Message is goodness
Standard messages and training
...while enabling in-business flexibility on timing, delivery format
Be Coordinated and Efficient
Your role
Ensure you are tied into your professions’ Implementation plan
Champion benefits of the Career Models to your org