Looking to build clearer career progression for your team?
Don't worry! Here are some good examples of public and open source frameworks and career pathways to help you or your team with personal growth.
Define and measure career growth for your team
Tired of looking at spreadsheets? Introducing Progression, the first ever toolkit for your team's skills and development.
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Level up your team (or yourself!)
The team at social scheduling app Buffer have put together one of the few purely generic frameworks, complete with write-up to cover how they've iterated through flat to more traditional company structure to get to their currently 80 staff. They also go into more detail about how they actually measure this, including levels and steps.
Brighton digital agency Clearleft have long been known for not only their work but their industry events, including UX London and Leading Design. The team have been vocal about career progression for years so it's nice to see how they imagine skills working within their team. The framework doesn't come with 'roles' so much as a bunch of defined skills which people can use to create their own.
Still in Alpha (at the time of writing), but with its own mirosite and API(!?), British newspaper The Financial Times nods to previous work from GDS and various others with their in-depth framework for the 240+ staff in the CTO's organisation. This is a true product, and should grow and evolve over time.
This isn't a detailed matrix, but more of a methodology behind how HBC think about career progression. It makes a compelling argument for having a principled structure and sticking to it. A great read from Adrian's experience both at HBC and at Gilt. When looking to build your path, it's always worth leaning on frameworks that have been battle tested and iterated. The v1 never works first time!
Inspired again by Rent the Runway's work, Intent Media created their ladder to answer the questions of (a) what expectations everyone had of each other’s work; (b) what opportunities people had to grow within the company; and (c) what areas of their work they could focus on in order to best move into those new opportunities. There's a great description at the start of the PDF giving more context as to the company size which necessitated this.
Frameworks for product management and design from Dublin-based product legends intercom.
Product Management: Described as helping PMs to "Identify the most valuable problems to solve, enable your team to ship and iterate high-quality solutions quickly, and validate market impact". Breaks skills into five areas – 1) Insight Driven, 2) Strategy, 3) Execution, 4) Driving Outcomes and 5) Leadership Behaviors.
The product and content design framework is one of several open source resources on the beautiful intercom.design site, the format matches the PM ladder in part, though picking 'Products and Teams', 'Execution', 'Behaviours' and 'Results' as topics.
Meetup just released their engineering ladders, alongside a great writeup of how they came to be. What's interesting here is the definition of a 'product engineering lead' - a role not associated with seniority (it isn't a title). Once again we see two paths, 'maker' and 'manager'. Levels go from 2 to 8 (with management roles from 5+). These align with wider company seniority levels - the holy grail of growth frameworks.
Songkick's engineering framework is a really nicely designed PDF with seven different areas of competency: Leadership, Mentorship, Technical skills, Communication, Emotional intelligence, Delivery and Business knowledge. Some good reading presented in a clear and legible way. Because each level is on a single page, each employee could have it stuck to his or her space as a reminder.
dxw have written a great accompanying blog post for their design ladder, explaining (amongst other things) the importance of parallel tracks and even how team members use the spreadsheets as part of meetings.
Also interesting to note that this framework is one of the few that separate skill levels and seniority levels (though for the most part senior designers have to top out most skills aside from leadership).
Define and measure career growth for your team
Tired of looking at spreadsheets? Introducing Progression, the first ever toolkit for your team's skills and development.
Get started
Level up your team (or yourself!)
Further reading
Define and measure career growth for your team
Tired of looking at spreadsheets? Introducing Progression, the first ever toolkit for your team's skills and development.
Get started