The Career Pathing Dilemma

​As a consultant and one who has a passion for Compensation, I get asked about career pathing or career ladders regularly.  Employers spend a great deal of time and effort to create career paths that demonstrate to employees the requirements for moving to the next level in their job track.  Job descriptions play a huge part in this process because the bulk of the information differentiating the levels is found there: education, experience, skills, certifications, responsibilities that the employee must be able to perform, etc.  Additionally, most career pathing includes competencies (I recommend that my clients also include these in the job description).  Competencies disclose the level of skill required to be able to do well in a specific job role.  In order to demonstrate competence, workers must be able to perform certain tasks or skills with a required level of proficiency. As you can imagine, developing all of this information is very time consuming.

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