What is a career progression framework

A career progression framework is a structured approach outlining the pathways employees can take to advance their careers within an organization. It defines the skills, experiences, and achievements required for employees to move from one level to the next. This framework guides employees to understand what is expected of them at each stage of their career and helps organizations manage talent development systematically.

What are the key components of a career progression framework?

By elaborating on these key components, organizations can create a robust career progression framework that supports employee growth, aligns with business goals, and fosters a culture of continuous development.

1. Clear job profiles

Clear and detailed job profiles set the foundation for progression by providing employees with a comprehensive understanding of what is expected in their current role and what is required to move to the next level. 

Job profiles include:

• Job titles
• (Optional) Job families 
• Key responsibilities
• Required qualifications
• Essential skills 
• Performance expectations

These profiles should be regularly reviewed and updated to reflect changes in job requirements or organizational needs. By maintaining accurate job profiles, organizations ensure employees have a clear roadmap for their career progression.

2. Job levels

Job levels represent the hierarchy of positions within the organization, each with increasing responsibilities and expectations. Defining job levels helps create a structured career ladder that employees can aspire to climb.

Each job level should have distinct criteria for advancement, including: 

• Years of experience
• Skill proficiency (soft skills and technical skills)
• Performance metrics

Clear differentiation between job levels helps employees understand the progression pathway and what is required to advance. 

For instance, levels might range from entry-level positions to senior management roles, with specific benchmarks for promotion at each stage.

3. Competency models

Competency models define the skills, knowledge, and behaviors required for each role within the organization. Competency models provide a framework for employees to develop the necessary capabilities to succeed in their current and future roles. 

Competency models should include: 

• Core competencies that apply across the organization 
• Functional and technical competencies specific to particular roles or departments
• Leadership competencies for managerial roles

For example, a competency model for a marketing role might include skills in digital marketing, data analysis, and customer relationship management. These models guide training and development efforts, ensuring employees acquire the competencies needed for career advancement.

Complimentary resources:

• How to Create a Comprehensive Competency Model From Scratch (+ Free Templates)
• How to Develop a Leadership Competency Framework: Step-by-Step Guide
• Competency Framework Template
• Core Competency Matrix Template 

4. Career pathways

Career paths provide employees with a visual representation of their potential career trajectory and the steps needed to achieve their career goals. 

Career paths should illustrate both vertical and lateral movements within the organization:

• Vertical career paths show progression within a specific function
• Lateral paths highlight opportunities for cross-functional moves that broaden an employee’s experience and skills

For instance, a career path for a software developer might outline progression from junior developer to senior developer, then team lead, and eventually technical architect.

Complimentary reading: Vertical vs. Lateral Career Growth: What’s The Difference? 

 5. Performance indicators and evaluation methods

Performance indicators and evaluation methods are tools used to assess employee performance and progress. Establishing performance metrics and regular evaluations ensures fair and objective employee performance assessments. 

Performance metrics align with organizational goals and specific roles. Evaluation methods might include: 

• Annual performance reviews
• 360-degree feedback
• Continuous feedback and performance tracking

Clear criteria for performance evaluations help ensure consistency and fairness. 

For example, a sales role’s performance indicators might include sales qualified leads (SQL) to sales conversion, average sale values, and customer acquisition cost. Regular performance reviews provide employees with feedback and identify areas for improvement, guiding their development and progression.

Complimentary resources:

• How to Implement a 360-Degree Performance Appraisal in 15 Steps
• A Guide to Developing a Competency-Based Performance Management System
• Competency-Based Performance Review Template

6. Training and development programs

Targeted training and development programs help employees acquire the skills and knowledge needed for their current and future roles. These programs prepare employees for future roles and support continuous learning and development. 

Training and development programs need to align with the competency models and career paths established within the organization. 

For instance, leadership development programs can help prepare high-potential employees for management roles. Providing access to e-learning platforms, workshops, mentorship, and certification programs ensures that employees have the resources needed to enhance their skills and advance their careers.

Complimentary resources:

• 70-20-10 Development Plan Template
• Career Development Discussion Template
• Reskilling and Upskilling Initiatives in Global Workforce Development

What are the different types of career path frameworks?

Vertical career path

A vertical career path focuses on upward movement within a specific department or function.

Example: A junior software developer progressing to a senior developer, then to a team lead, and eventually to a CTO.

Lateral career path

A lateral career path encourages employees to move across different roles or departments to gain diverse experiences.

Example: A marketing specialist moving to a product management role to broaden their skillset.

Dual career path

A dual career path provides separate pathways for technical and managerial roles, allowing employees to advance based on their strengths and interests.

Example: An engineer can choose to become a senior technical expert or transition into a management role.

Project-based career path

A project-based career path involves progressing through different project roles and gaining expertise in managing increasingly complex projects.

Example: A project coordinator advancing to project manager, then to program manager overseeing multiple projects.

How can a career framework be customized for different departments or functions?

Customizing a career framework for different departments or functions involves tailoring the framework to reflect the unique skills, responsibilities, and progression criteria specific to each area.

For example, the competencies required for a marketing role will differ from those needed in IT. Customization ensures the framework is relevant and practical for each department, facilitating more effective development and progression.

Here are some key steps and tips for this process:

• Conduct a job analysis: Engage key stakeholders such as department heads and high-performing employees to gather detailed information about each role
• Define competencies and skills: Use competency models relevant to the industry and department to ensure comprehensive coverage
• Establish clear career paths: Create visual representations of potential career paths within each department, including lateral moves, promotions, and cross-functional opportunities, to make them easily understandable
• Set progression criteria: Define the criteria for progression at each level, such as experience, performance metrics, and skill development, and ensure the criteria are specific, measurable, and aligned with departmental goals.
• Incorporate feedback mechanisms: Regularly review and update the framework based on feedback from employees and managers—Use surveys, focus groups, and performance data to gather insights for continuous improvement

What is the role of leadership in implementing a career framework?

Although human resources departments typically own the process of developing career frameworks, organizational leadership and people managers play a crucial role in implementing them. They are vital by championing its importance and ensuring it is integrated into the organization’s culture:

• Leaders must communicate the benefits of the framework
• They provide resources for development
• They model the desired behaviors and competencies

Their commitment is essential for gaining employee buy-in and making the framework a central part of the organizational strategy.

Why is having a career path framework essential for an organization?

A career framework enhances talent management by identifying skill gaps, facilitating succession planning, and aligning employee development with business goals. It helps create a more structured approach to employee growth, leading to a more skilled and capable workforce. Additionally, it can improve recruitment by clearly defining job roles and expectations.

1. Sets performance standards

A career progression framework sets clear expectations and provides a structured path for employee professional development. 

Employees understand what is required to succeed and can focus on acquiring new skills and competencies, enabling them to take on new roles. This clarity can lead to better performance, as employees are more aware of how their contributions align with organizational goals.

2. Enables global hiring

In global hiring, a career framework ensures consistency across different regions and markets. It helps multinational organizations maintain uniform standards for job roles and competencies, facilitating better integration of employees from diverse backgrounds. This consistency is crucial for maintaining quality and performance standards worldwide.

3. Ensures clarity for remote workers

A career framework supports remote workers by providing clear guidelines and expectations for remote roles. It helps remote employees understand their career paths and professional growth opportunities, ensuring they feel connected to the organization despite the physical distance. 

The framework can also include specific competencies and skills relevant to remote work, such as digital communication and self-management.

4. Aligns role expectations with organizational values and business goals

A career framework aligned with organizational values and business goals ensures that the competencies and skills outlined in the framework support the organization’s strategic objectives. 

For example, if innovation is a key business goal, the framework should emphasize skills and behaviors that foster creativity and problem-solving. Regularly updating the framework to reflect changes in business priorities ensures ongoing alignment.

5. Supports performance management

A career progression framework assists HR and managers in several ways regarding performance assessment and management:

• Fair assessment: Ensure everyone within the same career level is evaluated using the same standards, improving promotion transparency
• Promotion criteria: A career path framework documents the required performance expectations of all career levels—from an intern to a CEO
• Targeted development plans: Use competency models to recommend training programs that help employees fulfill their career aspirations (e.g., mentoring, coaching, etc.) 

6. Enables a targeted recruitment process

A career framework enables a targeted recruitment process by providing detailed job descriptions and clear career paths across different levels within the organization. This structure helps recruiters identify and attract top talent by clearly outlining the skills and competencies required for each role, ensuring that candidates understand potential development opportunities.

Additionally, a well-defined career framework improves the onboarding process by giving new hires a clear understanding of their role and potential career advancement, enhancing overall recruitment efficiency and alignment with organizational goals.

7. Improves employee retention 

A career framework positively impacts employee retention through clear career planning and development opportunities. When current employees see a well-defined path for their growth within the organization, they feel more valued and motivated. 

This sense of direction and opportunity for advancement fosters a deeper connection to the company, reducing turnover and increasing overall employee retention.

How often should a career framework be reviewed and updated?

A career framework should be reviewed and updated regularly, at least annually, to ensure it remains relevant and aligned with the organization’s evolving needs. 

Changes in the business environment, industry trends, and organizational goals may necessitate updates to job profiles, competencies, and career paths. Regular reviews also help identify and address fairness, compliance, and effectiveness issues.

What tools can help develop and manage career path frameworks?

Deel Engage’s career development module offers a fast, efficient way to create meaningful career frameworks. You can define career paths for individual contributors and leaders. Your workers, from junior employees to senior managers, will understand how to shape their career trajectory within your organization. Additionally, with the AI assistant, you can create complex career progression frameworks for all the roles in your organization. 

Additionally, you can directly connect your job profiles with:

• Competency-based feedback systems to assess competencies and automatically compile individual competency profiles
• Targeted development plans to set the actions and milestones for employee development
• Internal and external training to fill development plans with concrete actions—you can automatically suggest learning content based on roles and competencies

Book a demo to see how our solutions will help you build a high-performance workforce.