https://embed.notionlytics.com/wt/ZXlKd1lXZGxTV1FpT2lKbFpHUmtNMlF3TkRRMU5HTTBOVGN3T0RNNU56azJPR1V3WkRFelpUbGhNU0lzSW5kdmNtdHpjR0ZqWlZSeVlXTnJaWEpKWkNJNkltNW1WalpWU0UxMVREWTBTa3hGWm1aNU1VSnRJbjA9

A leveling framework is a structured tool for anyone within an organization to:

This mapping of role and responsibilities will be used as much by HRBPs and People Leaders to support & guide teams and the organization, as it will be by employees themselves to actively invest in their career planning.

🪴Why Career Leveling Matters

https://talentlablive.aflip.in/WhyCareerLevelingMatters

🌱 Why have one for your team?

There are lots of benefits coming out of a leveling framework, just to name a few:

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💡How and when to use it?

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Recruitment & Hiring: at the end of the interview process you’ll be able to position your candidates & ultimate hire on your leveling grid, to set the expectations and define their compensation level

Compensation Reviews:

Performance Cycle: beyond personal objectives you’ll be able to assess their evolution compared to the expectations in terms of scope, responsibilities, and possible competencies if you defined them for each job.

🖼 Leveling frameworks

You can’t create a single levelling framework that can work for companies of all sizes and maturity level. A basic framework could prove not sophisticated enough for large organizations but a more granular one could prove too complex for early-stage companies. Therefore, it’s smart to have two frameworks a simple one and an advanced one so that coves the needs of organizations of all sizes!

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🦩The simple framework