Build a career path and framework
Step 1 / 2·A career path anchored in competencies
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Learning objectives — after this module you will:
- Build a career path tied to the competency framework
- Design a dual-track (management and expert)
- Clarify 'what it takes to reach the next stage'
A career path anchored in competencies
Link the career path to the competency framework you've learned.
A career path is only useful when it answers the employee's question: 'To go from here to the next stage, what CAPABILITY do I need and what do I do?'. This is where the competency framework (the previous Level 2 course) pays off: each stage of the path is tied to a role profile — a specific set of competencies and required levels.
Example dual career path — engineering
| Level | Management track | Expert track |
|---|---|---|
| L1 | Technician | Technician |
| L2 | Technical team lead | Senior technician |
| L3 | Department manager | Technical expert |
| L4 | Engineering director | Lead architect / industry expert |
Equal value, different work
For the expert track to be truly attractive, the expert levels must be EQUAL in pay, prestige, and voice to the corresponding management levels. If 'experts' are seen as second-class, no one chooses that path and you return to the 'up or out' trap.
Key takeaway: Each career-path stage is tied to a role profile; a dual-track needs experts on par with management.