Creating a professional career path within an organisation can seem like a complex, out-of-reach task. To aid you in developing your career goals, we’ve set-up the ‘EBS Career Levels’ project — a tool to guide and support all our people’s career growth.

Read on to find out what it aims to achieve, how it benefits both you and the organisation, the roles and responsibilities involved and how it can be used effectively to help you reach new heights and drive business performance.

PURPOSE & BENEFITS

for the Company:

• Easier recruitment : Simplifies the process of finding and hiring suitable candidates.
• Higher retention : Keeps employees longer, reduces turnover.
• Better engagement : Improves employee involvement and motivation.
• Succession planning : Prepares staff in advance for key roles.
• Increased operational efficiency : Streamlines processes for better productivity and performance.

for Employees:

• Career progression : Clear steps for career advancement.
• Skill development : Training and learning opportunities.
• Goal setting : Help in defining professional targets.
• Personal growth : Support for self-improvement.
• Rewards : Recognition and incentives for performance.

MAIN COMPONENTS

• Framework

A detailed guide outlining the process, steps, helpful links, and attachments — listing responsibilities & skills for each level, with examples.

• Matrix

Defines career progression levels for all teams, listing the technical & soft skills required, and the assessment criteria.

Provides a clear career path — showing employees the skills they need to progress and the criteria for each job level.

HOW IT WORKS? WHEN IT IS USED?

• Career path assessment : After project completion, employees will undergo an evaluation to determine their current level, with help from performance managers and HR.

• Action plan : Customised plans will be made to help employees reach the next level, with regular meetings to track and support their growth.

• Performance reviews : Conducted every 6 – 12 months to assess achievements and areas for improvement, influencing promotions and salary.
• Documentation flow : Systematic recording of performance data, including goals, evaluations, feedback, action plans, and achievements.

* The project will be initiated in the first quarter of 2024. From that point, it will require that all reviews, promotions, and considerations strictly adhere to the new procedure.

WHO IS RESPONSIBLE? WHO SUPERVISES?

The HR Team & Department Managers are in charge of the Project.

They handle its development, management, and oversight, ensuring it’s well integrated into the company.

This project is about giving clear career paths, and ongoing development vision, while aligning personal & company goals. It is dedicated to the development of our most valuable asset: our PEOPLE.

— Corina Tcaci