Creating a career ladder for engineers
summary
Concrete experience creating career ladders at multiple companies scales a three level starter kit into a seven level system, anchors promotion decisions with Senior as anchor, and uses a filled matrix spreadsheet of competencies to decide levels. Rollout requires managers to place everyone, forces new compensation bands, and changes hiring offers. Gains include clearer promotion paths, better hiring and retention; costs include heavy authoring, manager training, and political risk when scores or levels change.
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chapters (6)
- 0:00Start
- 2:37start off with a bold statement
- 8:02asking primarily about the culture of your company and the opportunities for growth
- 12:52career ladder specifies levels that engineers can attain at your organization
- 13:46moving from one level to the next
- 17:05set an anchor
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