Progression can be discussed through different kinds of contribution and scope instead of a single vague notion of seniority.
What to look for
- 01
Distinguish technical knowledge, system ownership, people, process, and influence.
- 02
Make different career tracks visible.
- 03
Use the framework as a conversation starter and adapt it to real work.
Keep in mind
Level names and charts are specific to this framework. A diagram does not provide objective numerical precision about someone’s performance.
Try this next
Choose two neighboring levels and write examples of work at each in your company. Remove distinctions you cannot explain through actual responsibilities.
Get the career growth templateNotes and exercises by Awesome CTO. The original work belongs to Jorge Fioranelli.