The Challenge
Client IT organizational structure and model did not provide clear transparency to employees as to how their roles and responsibilities align to their career progression, compensation plans, and training development. Misalignment was largely due to new organization positions created and changing roles and responsibilities within job families (over time).
Our Solution
Worked with our Client to develop a new Organizational Competency Model establishing and redefining job families, competencies, and required capabilities to be successful at each job role. The model highlighted and provided transparency to key behaviors and role expectations, associated roles to compensation levels, and identified potential training gaps which served as the primary input into performance plans. In addition, the model highlights a career map to outline the various pathways for advancement within the department.
The Sustained Result
Through the Competency Model and Career Maps, we are partnering with our Client to understand and capture organizational goals and translating these goals into practical and clear plans for each employee. These tools are designed to highlight the type of talent required to ensure the success of the department, to provide greater transparency of leadership’s expectations of staff members, and to empower staff members to take charge of their career This work will potentially lead to the development of the following: • New training programs for employees to provide a strong foundation for professional growth and development aligned with the Competency Model • More accurate and objective performance evaluations and hiring practices • A foundational Compensation Model aligned with the Competency Model and Career Map
