Career Pathing Framework

Description:

A transparent career pathing framework helps employees understand growth opportunities, motivates performance, and supports retention. This service develops role-based and function-based career progression models, linking them with competencies, job grades, and organizational needs. Employees gain visibility into vertical (promotion), lateral (cross-functional), and expert (specialist) paths, while HR gains a structured tool to manage development and succession.

Scope:

• Role and job family analysis
• Mapping vertical, lateral, and specialist career tracks
• Competency and job grade integration per path
• Definition of progression criteria (skills, experience, performance)
• Career mobility guidelines (cross-functional or global moves)
• Alignment with performance management and L&D programs

What You Get:

• Career pathing framework with role progression charts (DOCX/PDF)
• Career tracks by function (e.g., technical vs. managerial) (XLSX)
• Progression criteria mapped to competencies and job grades
• Career mobility guidelines and implementation notes
• Executive presentation for management and employee communication (PPTX)
• Delivery Time: 12–15 business days

Best For:

• Companies struggling with high turnover due to unclear growth opportunities
• Organizations preparing succession plans for critical roles
• Businesses seeking to motivate employees with structured progression models
• HR teams integrating career development with job architecture and competencies

Format Deliverables:

• 1 DOCX/PDF (Career pathing framework + implementation guide)
• 1 XLSX (Career track matrix by role/job family)
• 1 PPTX (Executive & employee-ready presentation)

FAQ

1. Does the framework apply to all employees or just managers?

It applies across all roles, with both managerial and specialist tracks.

2. What’s the difference between vertical, lateral, and specialist paths?

Vertical = promotions, Lateral = cross-functional moves, Specialist = deeper expertise without managerial role.

3. Can this framework integrate with competencies and performance reviews?

Yes. We design the framework so progression is directly tied to skills and performance.

4. How is this different from a succession plan?

Career pathing is employee-driven (visible options for growth), while succession is organization-driven (identifying future leaders). They complement each other.

5. Will this include communication materials for employees?

Yes, the final deliverables include simplified charts and slides to communicate internally.

6. Can SMEs benefit from career pathing?

Absolutely. Even in smaller organizations, defining clear growth paths improves retention and engagement.

Document Requirements:

• To design a practical and customized framework, HRC will need the following from the client:
• For role analysis: organizational chart; job descriptions; and job grading or leveling system (if available).
• For pathing design: existing competency framework; list of critical or high-turnover roles; and current promotion policies.
• For alignment: performance appraisal criteria; succession planning documents (if any); and L&D or training programs.
• For deliverable customization: company size and growth strategy; preferred framework type (simple chart vs. detailed role progression); and communication requirements (leadership-only vs. all staff).