Hi,
I am working with a client that is looking to introduce a career model. In particular it is a lady called Sarah Haywood (who is on the DPG Community) who is leading the piece of work.
The desired outcome is that whether people want to develop a technical/specialist career or in a general management/leadership capacity, they are clear what is required/expected to achieve this.
What we are after is some examples of the approaches that are used in different organisaitons so that we can see what works or how others approach it.
If you'd be happy to share please can you reply to this message or contact Sarah or I direct.
Thank you.
Phil
Replies
Here is a book on the topic:
Building a Career Development Program: Nine Steps for Effective Implementation
The Environment Agency used to have parallel technical and managerial pay scales set up to enable a choice of career development. I am not sure how the competencies compared, but they were introducing a huge competency framework when I left 3 years ago. If you have any contacts in the EA they may be able to help you. (Don't know if there is anyone from the EA on DPG?)
Hi I always look on the Army website for good ideas as they cover lots of things that helps me ( ime a ex-army HR). They have what they call Command Leadership and management programme (CLM) and it varies for different trades ie signallers, SPS, REME, Infantry. The principles are very good and the CLM is divided into two sections.
a) A trade course - which focusses on their specific trade.
b) 2 alternative courses - (1) a leadership course dealing with E&D, bullying etc and (2) a proficiency level in written language, presentations skills, general knowledge etc.
The info is all over the place if you google it and the RAF and NAVY do similar style courses - soldiers cannot be promoted to the next rank before completing each level -plenty of good ideas all you have to do is use some of the ideas and start tailoring it to your desire effect.
Hope it helps.
Talana
Hello, I dont have experience with this in business although I was a Careers Officer many moons ago. I think the idea is great and you have given me some inspiration! The company I work for is keen to keep and retain talent, of which we have plenty because we hire expats for sales jobs but they are usually very skilled in other areas. They get bored in sales as they are usually overqualified and either get very demotivated whilst they look for another job or they leave. We are currently training some people who want to be managers (or think that this is the only step they can take). If we established a career model we could have them on the 'right' path and ready to step into jobs when they do come around. Thanks for the post, it has given me plenty to think about :-)
Might be worth you linking in with Ady Howes who posted a blog on a similar topic
Career Pathway Examples