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

• Define expectations in specific roles & levels
• Develop and give visibility on next steps for development & growth
• Boost and manage internal mobility | career path planning

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:

• It will help you create consistency across our HR programs, as you’ll start applying an equitable standard, mapping for any kind of topic (compensation, performance, rewards, training, etc.)
• Particularly, it supports a fair compensation & equitable work model
• You will provide clear & concise career growth programming which will both support internal mobility and employee retention on the long run.

• A clear framework will support effective planning as you will have a clearer vision on the expectations you can have, and map them to your business needs & coach people to the next level.
• Last but not least, it can ease administration harmony: make job titles uniform, make compensation discussions easier, support rewards discussions, etc.

💡How and when to use it?

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:

• Salary reviews will be linked to your leveling framework either as you’ll have set some salary ranges per level, or because you’ll use a benchmark tool also using this kind of infrastructure.
• Depending on your internal process, the leveling framework can also be linked to a bonus, equity, or individual reward schemes.

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!

🦩The simple framework