- Take a look at the descriptions and example behaviours/tasks on the framework and choose a track and level that you think best suits you. Please come prepared to that meeting with what level you think you are and why.
- List 2-3 areas of development you would like to focus on. To think about progression and development, take a look at the description for your current level. Are any areas that you may want to develop further? If you think you are close to the next level then take a look at that too.
The examples are only examples. It is not required that you do all the listed tasks and exhibit all the listed behaviours. The examples and descriptions are intended to be read together to paint an overall picture of what we might expect from someone that has accomplished this level. You can exhibit different behaviours and achieve different tasks of similar complexity, scope, or impact for the given level.
The example below shows how to use sub-levels to determine where you sit in a level (see here for more details on sub-levels). It’s clear that the individual needs to get better with prioritisation and hiring, before they are eligible for a promotion to IC2.
Skill | IC1 (current level) | IC2 |
How I connect & communicate | Exceeding | Exceeding |
How I solve problems and make decisions | Exceeding | Exceeding |
How I support hiring new members | Exceeding | Matching |
How I prioritise | Exceeding | Learning |
Remember, we’ve chosen not to include craft/functional skills related to your role right now, but will do in future iterations. That being said, if you and your manager identify a specific skill related to your role that could be improved, then go for it. Just because it’s not referenced on the framework doesn’t mean it should be ignored.
- Your manager will deliver the level that’s been defined through meetings between managers, the executive team and the people team.
- From there, you will work together to form your own personal development plan.