Applying a career path to a review process is crucial for both the organization and the employee as it enhances the effectiveness of performance evaluations, aligns individual goals with organizational objectives and fosters continuous professional development. Applying a career path to your review process is important for several reasons:
- Focus on employee development: It allows for targeted skill-building and personalized development plans.
- Enhanced performance management: Provides clear performance metrics and continuous feedback.
- Increased employee engagement and motivation: Aligns employee goals with career progression, boosting motivation and engagement.
- Improved retention and job satisfaction: Demonstrates investment in employee growth, leading to higher job satisfaction and reduced turnover.
- Effective succession planning: Identifies and prepares future leaders, ensuring a steady talent pipeline.
- Alignment with organizational goals: Ensures employee development aligns with business needs and strategic objectives.
- Enhanced communication and transparency: Clarifies expectations and progression criteria, fostering better communication and understanding.
- Employee Empowerment: Encourages employees to take ownership of their development and proactively manage their careers.
The use of career paths integrated on your review processes supports a motivated, skilled and engaged workforce, aligning individual aspirations with organizational success.
How to create a career path
To create your personalized career path tailored for each position follow the steps described below:
1 Set up your competences and levels
You can set up your organization competences by following the steps described below:
⚠️ Only Super administrators will be able to set up company competences.
- Go to your account main settings by clicking on ⚙️ that appears on your upper right corner. Next click on Careers.
- Click on the Competences section and start by setting up your competences selecting the Add new competence button.
- Add the name and the competence description.
- Assign if the competence will have impact over Performance, Potential or won’t be assigned to any of them. This assignment will have an impact over the 9-box (see more information here).
- Create a new category by writing it on the text box provided to group competences that have things in common.
💡This categorization will be important when setting up competencies weights for the final results on the career path positions.
- Finally click on the Add competence button and the competence will be created inside the system.
- If you require to add different levels to define the degree of experience or knowledge for each competency within each position you can do it by clicking on the Manage levels button. You will be able to add as many levels as needed by clicking on the Add level button.
⚠️ The competence description will automatically be added to the level 1 of that competence, although you can now modify it if needed.
💡The description added to the levels, will be added automatically to your template once you assign a question to that specific competence. Each person will only receive the description according to their established position on the career path.
2 Create your first career path and add positions
Once you have added all your competences, it is the moment to create your career paths infrastructure following the steps described below:
- Access to the Paths section and click on the Add new path button. Next, add the title that you would like to use for your career path.
💡 You can name your career path by department, role, etc.
- Access the career path by clicking on it and add your first position clicking on the Add position button. Next, write the name of the position. Create as many positions as required repeating this action.
- Once you have created all your positions, it is time to start adding the competencies that will be applied for this career path through the dropdown Add competency.
💡The competencies appear grouped by the different categories that you have added into the system.
- Once you have added all the competencies of the career path, it is time to set up the level of each one of them according to the position. You will be able to adjust the level to the position clicking on the
that appears next to each competency.
💡 If one competency doesn’t apply to a position, click on the Skill is not required for this position option that appears.
- Weights are assigned in two different levels on a career path: at category level and at competency level.
-
- At category level: The weight will be ponderated over 100%. By default the system will aggregate the same weight to all the categories, but you can change them by clicking on the percentage that appears next to the category.
- At competence level: The weight is distributed evenly across all the different competencies added, but they can be adjusted by clicking on the percentage that appears next to each competency.
⚠️The competences weight is also ponderated over 100, so it is required that the sum of all the categories is 100%
💡Weights of each position are independent in order to provide you with the maximum flexibility.
3. Assign positions to individuals
Once that you have created all your career paths, it is time to assign the corresponding position to each person within your organization following the steps described below:
- Go to your Team section and access the personal profile of one employee.
- Next, click on the Information tab and localize the Position field that appears under the Job Information section.
- The dropdown will show you all the different positions that you have added into the system, select the corresponding one.
- Finally, click on the Save button to save your changes.
Now you are ready to start creating your review template, attached to the competencies that have been added within the career path, as each person will only receive the questions that have been attached to the competencies within their position.
💡It is possible to change a position when a campaign is on draft mode, in case that you require it for that specific time moment, but that change will not change the information added into their information tab.