Besides Defined Roles and Required Competencies, what other crucial element must a high-quality career map document regarding hands-on involvement?

Answer

Documentation of the type and duration of on-the-job experience necessary

A comprehensive career map must address the 'what,' 'where,' and 'how' of career advancement, and this includes practical application of skills. Beyond defining the sequence of job titles (Defined Roles) and detailing the necessary skills (Required Competencies), a critical component is the Experience Requirements. This documentation specifies the exact type and duration of on-the-job involvement needed to be considered qualified for the next step. This might manifest as requirements like needing to have led a specific type of project, successfully managed a small team for a defined period, or spending a requisite amount of time in a functionally different department to gain necessary exposure.

Besides Defined Roles and Required Competencies, what other crucial element must a high-quality career map document regarding hands-on involvement?

Related Questions

What concept does a career map emphasize that a simple job ladder does not, concerning organizational structure reality?What two essential outcomes does a career map provide simultaneously for the individual employee and the organization, respectively?What aspect of career advancement do the Required Competencies within a career map transform into?According to the documented requirement for specificity during Gap Identification, what detail should replace the general note "needs management skills"?Which career map Visualization Style is particularly effective for one-on-one discussions between a manager and an employee because it immediately shows the skill delta?What is the mandatory starting point for the intentional process of creating a career map, as guided by introspection and research?When charting an external path, such as transitioning to specialized consulting, what must the individual focus on building heavily instead of predefined organizational levels?To combat inertia and ensure a career map remains a dynamic guide, what specific action is recommended for a "Career Checkpoint" to occur Bi-Weekly?Besides Defined Roles and Required Competencies, what other crucial element must a high-quality career map document regarding hands-on involvement?If an organization adopts career mapping but fails to actively promote opportunities for internal mobility after an employee completes development plans, what is the consequence?
jobPlancareerdevelopmentmapping