Job Families and Development Models
Define IT-specific job families and the corresponding skill requirements. Establish IT-specific career development models that outline the career paths open to IT employees.
Improvement Planning
Practices-Outcomes-Metrics (POM)
Representative POMs are described for Job Families and Development Models at each level of maturity.
- 1Initial
- Practice
- Rely on the best endeavours of available personnel.
- 2Basic
- Practice
- Define basic job families for key areas within the IT function.
- Outcome
- Some groupings of jobs with similarities are apparent.
- Metric
- % of jobs included in a job family.
- Practice
- Define basic career development models within the IT function.
- Outcome
- Structured development of staff, based on the career development model, is possible.
- Metric
- # of career development models defined.
- 3Intermediate
- Practices
- Define job families for all areas and include salary range, and compensation/incentivizing schemes.
- Reflect input from IT and some other business units in the process.
- Outcome
- Groupings of jobs with similarities are defined for all areas and make salary range, and compensation/incentivizing schemes transparent.
- Metric
- % of job family definitions that contain salary range, and compensation/incentivizing schemes.
- Practices
- Define a career development model based on the structure of job families.
- Reflect input from IT and some other business units in the process.
- Outcome
- The career development model allows for development that is specific to job families.
- Metric
- % of jobs families covered by the career development model.
- 4Advanced
- Practices
- Include skills, grade levels, experience, responsibilities, duties, salary range, and compensation/incentivizing schemes in the job family definitions.
- Reflect input from the rest of the business in the process.
- Outcome
- Comprehensive job family descriptions are available for all areas.
- Metric
- % of job family definitions containing skills, grade levels, experience, responsibilities, duties, salary range, compensation/incentivizing schemes.
- Practices
- Include all relevant career paths in the career development model e.g. technical career paths, project management career paths etc.
- Reflect input from the rest of the business in the process.
- Outcome
- A technical career ladder is incorporated in the development model to reward/hold onto technical people as individual contributors.
- Metric
- # of technical career paths defined.
- 5Optimized
- Practice
- Regularly benchmark the definition of job families and align it with the IT people strategy.
- Outcome
- Job families are up-to-date and support the IT people strategy.
- Metrics
- Ratio of actual benchmark exercises to planned benchmarks.
- Frequency of formal alignment reviews.
- Practice
- Regularly improve the career development models.
- Outcome
- The development models are kept up-to-date based on employee feedback and industry benchmark data.
- Metrics
- Ratio of actual benchmark exercises to planned benchmarks.
- Frequency of revisions.