Career Path Framework 1 Agenda • Background and context setting • Introducing The Career Path Framework • Tools and resources 2 Background and context setting The Organization CSTG is the technology partner for most major Corporate Sector businesses globally: Corporate Finance Global Procurement Services Corporate Human Resources Real Estate Business Services Operational Risk Other Staff Units CSTG also manages several key enterprise programs Global JP Morgan Chase Intranet Implementation of PlanView for AD Management 3 Background and context setting The Need for a Career Path Framework • Initial CPF developed in IB Tech more than 2 years ago • Changing economic conditions, coupled with move to off-shoring of non-core technology roles made CPF even more critical as tool for the organization and for staff • Exploit CSTG ability to provide diverse career options to attract and retain outstanding talent • Support the resource strategy by identifying core / non-core roles • Allow staff members to • Understand where they fit in the organization • Explore future roles • Identify development plans • Develop realistic career goals • Work productively through uncertainty 4 Introducing the CPF CSTG Career Path Framework – Career Zones & Job Families CSTG Career Path Framework One Page View Career Zones Career • Career Zones help employees and managers define CSTG Job Families Zones how roles compare across the organization and where development is required to realize career goals Leadership Shape • Career Zones help managers and employees compare employees’ roles, considering job content through four Org. attributes: – Complexity – Authority Guide – Responsibility – Experience • Managers use these normalized descriptions to Infrastructure Management Integrate establish expectations on what it will take to advance to the next zone Architecture Job Families Application Service Delivery • Job Families cluster and package similar roles together. Create Application Engineering Business Management If an employee’s career stays within one family, the Quality Management roles will likely have similar types of Business Delivery • Competencies Expand • Responsibilities • Interests and aspirations • Job Families are used as context to explore the Develop similarities and differences across roles 5 Module One – Introducing the CPF How do Career Zones relate to one another? Career Zones can be thought of as three general groupings: CSTG Career Path Framework One Page View Career Zones CSTG Job Families Leadership Shape Org. Guide Integrate Infrastructure Management Architecture Create Application Service Delivery Business Management Application Engineering Quality Management Expand Business Delivery Shape Focus: Strategy and Direction Develop Scope: CTO Group Level Guide Integrate Focus: Managerial / Complex Analytical Scope: Project or Program Level Create Expand Focus: Execution Develop Scope: Project Level 6 6 Module One – Introducing the CPF Taking a deeper dive: Business Delivery Job family CSTG Career Path Framework One Page View Career Zones CSTG Job Families Leadership Shape Business Delivery Job Family Org. Guide • The Business Delivery Job Family consists of Integrate five roles Infrastructure Management Architecture Create Primarily ‘Planning’ roles Application Service Delivery Business Management Application Engineering Quality Management Expand Business Delivery • Roles with similar job functions are grouped into Develop two Role Categories: Business Specialist Management • Roles fall into Career Zones based on Complexity, Authority, Responsibilities, Experience Example: The Senior Business Analyst role has greater span of authority and greater overall accountability than the Business Analyst role • Each of the five Role Profiles contains a description, with key objectives/results, requirements and competencies defined 7 What makes a Role Profile? Role Profile Description - Brief summary statements Role: Description: Objectives/Results - provide role overview. For Results the person is Manager: Business Unit: career planning/scanning job expected to deliver. postings. Objectives / Results For objective setting/ • performance • • assessment. • Responsibilities - What • someone in role must do to Responsibilities deliver results. For writing • job descriptions/requisitions. Other Expectations - • Experience and • qualifications required Other Expectations CSTG Core Competencies - to perform role • • CSTG values, knowledge, effectively. For • skills expected of every recruiting/requisitions employee. For objective Skill & Competencies CSTG Values Leadership Competencies CSTG Core Functional Competencies setting/performance • • • • • • assessment. • • • Role-Specific Prof Competencies Role-Specific Technical Competencies Skills Competencies/Skills • • • - Role-specific • • • professional/technical • • • Positioning within Career skills/competencies. Path Framework - Context For developing Position in the Career Path Framework of where role fits within the curriculum, staffing, Career Path Framework workforce planning. 8 Tools and Resources CSTG Career Management Intranet Site The CSTG Career Management Intranet Site provides managers with career management tools, process, and job aids to help you guide your staff member’s careers • Counsel Employees on managing their careers effectively and efficiently • Focus employee performance on key objectives to enhance team performance • Support teams through transition through communicating effectively during times of change What to Say When Providing Career Career Planner Role Profile Finder Counseling Career Management vs. Performance How Do I Apply CPF? SMART Objective Setting Management 9 Tools and Resources CSTG Career Management Intranet Site The CSTG Career Management Intranet Site is also a place to learn more about and access career management resources. Develop Career Plan Section Counsel Staff on Career Management Section This section provides information and tools that are designed to This section provides information around career counseling. help employees develop a long-term vision and roadmap for their Honest feedback and perspective can help formulate informed career in CSTG. and considered career management goals, decisions and plans. Career Management @ JPMorgan Chase Interactive Career Path Framework This section will take you to the JPMorgan Chase-wide career The Interactive Career Path Framework is a dynamic management website where you can find more information on resource that enables you to explore possible roles in CSTG. 10 managing your own career. Using this resource ensures that you are accessing the most recent version of CSTG’s Role Profiles.
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