Overview
The job architecture will provide visible career paths that will allow employees and managers to identify career development and growth opportunities and help retain talent. There are different career path approaches an employee can take. Not all career growth is hierarchical but driven by an employee’s skills, interests, career goals, and availability of jobs at the University.
The different types of career paths are illustrated below with examples to show how an employee can move vertically, laterally, and cross-functionally:
- Demonstrate the required skills, knowledge, and experience to advance to a higher-level role
- Typically includes vertical career growth and moving to a new job title/job level with increased scope of responsibilities
- Promotion may occur through a position review which would require a fundamental change in position scope and responsibilities to promote to new job. Additionally, an employee may also apply for a position vacancy and accept a higher-level role.
- Increase knowledge and skills within current role and become a subject matter expert
- Position remains the same with no change to job title, job level, or responsibilities
- Scenario may include other professional development opportunities such as learning and development training
- Opportunity to grow and enhance skill set and knowledge and gain new experience
- A lateral career change may include moving to the same or similar job within a different department unit or college
- Movement to a lateral role would typically require employee to apply, interview, and accept new role via job posting
- Seeking a job change to develop new skill set and career path
- May include moving to a different job within a new job family
- Change in career path would typically require employee to apply, interview, and accept new role via job posting