In this three part series we're going to take a look at each stage of building a framework.
Here in Part One, we're going to look at the positions you're going to include.
In Part Two, we'll tackle how you determine which skills you nee
In Part Three, we'll complete the framework by deciding which levels of each skill are required for each position (the centre of the image below)
But before we start...who is building the framework with you?
Building a framework should be a team activity. Working with others speeds up the build, achieves buy in from the team, will provide advocates when you roll it out to everyone, and you'll build something that's more representative of your team.
Put together a group of 2-5 of you, designate someone to lead on it, and get started!
Which positions are you going to include in your framework?
In order to decide on which positions to include in your framework you need to make some decisions about the structure of your team. Even if these are decisions you’ve already taken, it’s worth using the progression framework process as an opportunity to revisit them, and ensure your structure is optimised to give your team the best chance of progress.
You need to think about three areas. Check out the links below for more detail on each area
The levels of hierarchy within the team. You need to decide how much hierarchy to have and whether to have empty levels for people to grow into, that might not have anyone in for periods of time.
Whether to have multiple tracks for team members to follow, so that they can become senior whilst an individual contributor as well as a by moving into management.
What job titles to use, and the impact of them. Which titles you use has a big impact on the profile of the role for your team member, both internally and externally. Whichever structure you’re going to use, you’re going to require some form of titles.
If in doubt when it comes to building a structure for progression, the golden rule is:
Everyone must have somewhere they can grow into
This might be a new title with a similar job, it might be a second track to choose between, or it might be an interim stepping stone level of hierarchy, but if you want people to progress, they must have somewhere to aim for.
People want progression - so give them somewhere to go.
Choosing the positions in your framework can be easy if you’re just importing roles you already use, or it can be quite complex if it sparks discussion about titles, hierarchy and organisational structure. It is key to get done first, before getting stuck into the next stages.
Once we're happy with the positions we're going to include in the framework, we can move onto Part Two - How do I decide which skills to include in my framework.