Upon completion of this course, participants will be able to:

• Design and develop clear, multi-track **Career Progression Frameworks** (e.g., individual contributor, manager, specialist).
• Integrate existing job evaluation and competency models into a cohesive career path structure.
• Develop clear job banding and level definitions that articulate the required competencies and expected impact at each stage.
• Implement and utilize career development tools (e.g., IDPs, career path maps) to facilitate employee growth.
• Coach employees and managers on effectively using the framework for development planning and progression discussions.
• Ensure equity, transparency, and fairness are embedded in all progression criteria and processes.
• Link career frameworks directly to compensation, rewards, and succession planning strategies.
• Develop a strategic communication and change management plan for rolling out the new framework to the organization.

• HR Leaders and Directors of Talent Management and **OD**
• Learning & Development Specialists focused on employee growth
• HR Business Partners and Generalists managing performance and retention
• Line Managers responsible for employee development and career discussions

• Group exercises designing a job banding structure and progression criteria for a specific job family (e.g., **IT** or Marketing).
• Workshops on developing a comprehensive **Individual Development Plan (IDP)** based on a target career path.
• Case studies analyzing organizational successes in improving retention through clear career frameworks.
• Role-playing scenarios coaching a manager on how to have a constructive career discussion with an employee.
• Individual exercises developing a change management communication plan for the framework launch.

Unit 1: The Strategic imperative for Career Frameworks

• Defining the business case: linking clear progression to employee retention, motivation, and strategic agility
• Differentiating between job families, career ladders, lattices, and job banding structures
• The role of transparency and equity in building trust in the progression system
• Aligning career frameworks with long-term workforce planning and talent pipeline needs

Unit 2: Design Principles and Structure

• Utilizing job evaluation and market data to define logical job bands and levels
• Integrating competencies (behaviors, knowledge, skills) to define progression criteria at each level
• Designing parallel career tracks (e.g., technical specialist vs. managerial leadership)
• Developing clear documentation and visual career path maps for employee use

Unit 3: Implementation and Development Tools

• Mastering the creation and use of **Individual Development Plans (IDPs)** within the framework
• Techniques for using experiential learning, stretch assignments, and mentoring to facilitate progression
• Developing a training program for managers on how to effectively coach employee career development
• Utilizing technology platforms to digitize and personalize career path exploration

Unit 4: Linking to HR Processes and Equity

• Integrating progression criteria directly into the performance management and talent review process
• Ensuring pay progression and compensation bands are aligned with the new career levels
• Strategies for auditing the framework for gender, race, and age equity and addressing systemic bias
• Managing the communication of new criteria for promotion and movement transparently

Unit 5: Sustaining and Evolving the Framework

• Developing a robust communication and change management plan for organization-wide roll-out
• Strategies for addressing employee and manager anxieties related to the new structure
• The process for auditing and updating the framework to reflect new roles and market changes
• Measuring the success of the framework (e.g., internal mobility rates, HiPo retention, employee satisfaction)