Open job descriptions,
levels, and job demands
Job assessments online
for self-assessment and
development
Career explorer tools
available for all
employees
All external positions
are posted internally
Internal candidates
given fair or preference
to external
All jobs defined
around similar
competency model
Enable Job Seeking
Professional career
counselors in HR
Career Resource
Center available
“Career Advisor” or
“sponsor” separate
from manager
Active mentoring
program with internal
and external mentors
Provide Career Advice
Clear and agile goal
setting
Managers rewarded for
“talent production” not only
“talent consumption”
Managers measured by
engagement and
progression of team
Managers rewarded for
coaching and
development
Change Management Culture
Wide variety of online
learning for technical,
professional, and
managerial growth
Apprenticeship model
adopted internally
Development includes
industry, company, and
functional training
“HIPO” programs are
not sacrosanct as the
only way to get ahead
Learning funded and
valued by top
management
Professional Ladder
separate from
Management Ladder
Mentoring is valued,
institutionalized, rewarded,
and mentor development
programs exist
Social and video
sharing tools are used
for learning
Deliver L&D Support
Design thinking about
lifecycle of employee in a
role for first 2 years
Onboarding and
performance support
valued part of manager and
L&D role
PM process focuses on
development and coaching
Multi-year management or
career development
programs exist and are
honored
Support Job Transition
Cross functional
projects are valued as
development
Line / Staff / Line / Staff
transitions are valued
and managed carefully
“Job rotation”
programs into and out
of functions are valued
Specialist roles are
valued, rewarded,
celebrated
Storytelling celebrating
career paths of varied
types
Tolerance of failure
without blaming the
people
Return guaranteed
for risky
assignments
Network building
rewarded for
progression and
leadership
Rewards for New
Assignments and
stretch assignments
Inclusive culture
enables anyone to take
any job
Making mistakes is
valued as learning and
discussed openly
Tolerance of staff who
are “incompetent” and
new at job
Promotions and Salary
Increases for Non-
Management Jobs
Meritocracy as culture
of reward and growth
Re-engineer Culture and Rewards
Open Career Management Demands An Enterprise Wide Focus
Six Keys to Open Career Success Today