IT Career Framework
Imagine….
….being able to identify how your role fits within the larger picture
and being able to identify what skills and knowledge you need to
gain to be successful in developing your career within UBC
regardless of the department you work in
Why align to the IT Career Framework?
To help you identify the M&P IS&T career options within UBC
to assist you in creating a development plan
Allows you to identify what skills, knowledge, experience,
qualifications and behaviours are required for progression
along any given route.
Enables you and your Manager to identify training and
development activities relating to both current role and
future career choices
And to address this….
All these positions do “Desktop Services”
1.
PC LAN Analysts
2.
Computer Support Specialists
3.
User Service Coordinators
4.
Systems Administrators
5.
Central Service Desk Support Analyst
6.
User Service Advisors
7.
IT Support Technician
8.
IT Research Specialist
9.
Central Service Desk Technician
Project Scope
Aligning to the IT Career Framework will involve all IT
Professionals in the M&P IT&S job family. The project will be
led by <insert Project Manager name> with assistance from
HR <enter HR representative’s name>. We will be:
 Standardizing position descriptions and titles
 Introducing competencies required for positions
 Integrating competencies and personal development
planning into our annual review process
Guiding Principles
1. M&P IS&T guidelines are followed
2. We will standardize and simplify as much as possible
3. Accommodate customization where necessary –
specific duties which may be unique to you or our
department
4. This is not an opportunity to re-evaluate
compensation, however if there are any overt
compensation misalignments, we will address them as
we would normally.
So….what is a Career Framework?
A career framework is a group of many career ladders which
allow an individual to move laterally or across career ladders.
Allows individuals to:
• Expand and improve within their own competencies to a
higher level position
• Learn new competencies which will allow individuals to move
into new professions
• Identify where opportunities may exist at UBC for career
progression
What is a Career Ladder?
A career ladder is a grouping of like skills and competencies
which allow a person to progress in an organization requiring:
• Increasing levels of skill and knowledge
• Increasing levels of responsibilities
Resulting in increasing levels of compensation
Requiring support, guidance from management
Ex
H
G
F
E2
E
D
C
B
A
Systems
Administration
Systems Analysis
Support Analyst
QA Analysis
Project Management
Network Analysis
Leadership and
Management
Enterprise Architecture
Database
Client Svs
Business Analysis
AV Services
Applications
Development
The Career Framework
The Career Framework
o
13 career ladders
o
8 classification levels based on M&P IT Guidelines
o
Standard Titles and Job Description Templates created for
each position
o
Each job spans two classification levels based on scope,
complexity, consequence of error, supervision etc.
o
Greyed areas indicate typical times when individuals
make career choices to move
How titles are derived….
Senior
Systems
Analyst
Level of
Area of
Function
expertise
Specialty
Analyst
I
Network
Coordinator
II
Business
Technician
Senior
Applications
Representative
Project
Specialist
Communications
What is a competency?
A competency is defined as a skill, knowledge, ability or
behavioral characteristic that is associated with superior
performance.
There are two basic levels of competencies: technical and
behavioral.
Technical Competencies are predominately about acquired
knowledge and technical abilities and skills.
Behavioral Competencies, such as communication skills or
team member skills.
What are the competencies?
Three core competencies across all IT jobs:
• Communicating for Results
• Problem Solving
• Collaboration
Each ladder has three role-based competencies from this list:
•
•
•
•
Accountability
Analytic Thinking
Building Relationships
Business Enterprise
Knowledge
• Business Process
Knowledge
• Change Advocate
• Developing Others
• Information Systems
Knowledge
• Initiative
• Strategic Technology
Planning
• Thoroughness
Competency Proficiency
Being Developed: Demonstrates minimal use of this competency;
Currently developing competency.
Basic: Demonstrates limited use of this competency; needs
additional training to apply without assistance or with frequent
supervision.
Intermediate: Demonstrates working or functional proficiency
level sufficient to apply this competency effectively
working/functional knowledge of subject matter.
Advanced: Demonstrates in-depth proficiency level sufficient to
assist, consult to, or lead others in the application of this competency;
Expert: Demonstrates broad, in-depth proficiency sufficient to be
recognized as an authority or master performer in the applications of
this competency
Aligning to the career framework
Today we provided you with an overview of the career
framework. Moving forward, we will cover three main steps
1. Align, review and educate staff on the standardized
position descriptions which includes competencies
2. Integrate competencies and career development into
current performance review/management process
3. Support individual career development
In practical terms, what is career development?
1. Decide what you want from your career now and in the
future. This includes identifying your strengths, interests
and areas for development.
2. You can then take a look at the framework and determine
where you might currently fit into the framework. Assess
your current knowledge, skills and competencies both on
your own and in conjunction with your manager.
3. Identify what knowledge, skills and competencies you
would need to gain to achieve your career goals.
4. Creates an annual personal development plan for
discussion with your manager.
What does this mean to me?
• visibility into what positions exist across the IT community
at UBC
• ability to determine what competency you can develop to
further your career at UBC
•
greater ability to access skills across the IT community
which you may require on a temporary basis – for questions,
projects or general assistance
•
greater equity across positions in terms of standardizing
position descriptions, titles, competencies, performance
reviews and recognition and reward
How can I get more information?
1.
Go to www.careerframework.ubc.ca
2.
If you have questions email itcareers@exchange.ubc.ca
3.
Many other resources available through UBC HR on
career development at
• www.hr.ubc.ca/odl/
• Funding Opportunities for UBC employees:
www.finance.ubc.ca/payroll/benefits/tuition.cfm
• AAPS Professional Development Fund: Management
and Professional (M&P) employees
www.hr.ubc.ca/odl/funding/AAPS.html
• Learning Portal: www.hr.ubc.ca/learning/
What is the next step?
Review of current job descriptions. Determining which job
description in career framework best aligns. Updating job
description with specific tasks you do to ensure it accurately
captures what you do.