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CAREER PATH MAPPINGStephane McShaneDirectorMaxim Consulting Group
Management Consulting
§ Strategic Planning
§ Operational Excellence
§ Technology Integration
§ Training & Development
Lean Transformations Peer Groups
§ Electrical
§ Mechanical
§ Fire Protection
§ General Contractor
§ Heavy Civil
§ Utility
Corporate Finance Advisory
§ Mergers & Acquisitions Advisory
§ Equity & Debt Financing
§ Ownership Transition
§ Management Succession
§ Captive Insurance
§ Supply Chain Management
§ Design Standards
§ Enterprise Scheduling
§ Process Standardization
⁻ Understand the driving force behind the need for career path mapping.
⁻ Develop a strategy for creating an effective career path map that focuses and engages today’s construction staff.
⁻ Discuss the deployment and implementation needed to create a positive, building culture.
Objectives
The why before the how
• Why is career path mapping needed?
“Many factors influence the need for an organization to embrace formal career paths and career ladders, including:⁻ Inability to find, recruit and place the right people in the right jobs. ⁻ Employee disengagement. ⁻ Employee demands for greater workplace flexibility. ⁻ Lack of diversity at the top. ⁻ A multigenerational workforce. ⁻ Limited opportunity for advancement in flatter or smaller organizations. ⁻ Organizational culture change.”
SHRM “Developing Employee Career Paths and Ladders” July 23, 2015
According to SHRM
20th Century:⁻ Ladder Advancement
⁻ No News is Good News
⁻ Training
⁻ Learn from Your Mistakes
⁻ Loyalty and Long Term Employment
Old Versus New Leadership21st Century:⁻ Lateral (Lattice) AND Ladder
Advancement Choices
⁻ Real Time Feedback
⁻ Development as a Priority
⁻ Teach via Mentoring
⁻ Always Looking Ahead
⁻ Frequent Movement, Short Term Employment
They Want to Choose:⁻ Their own career path⁻ When to stay at a job or leave a job⁻ When they wish change careers⁻ How far they want their careers to go⁻ How fast they climb their career ladder
What are you doing to keep up with this need?
Millennials
75% of the workforce will be Millennials by 2025The Why – Changes are NECESSARY
Unprecedented workforce shortage in the field and the office
The Why – Workforce Challenges
AND…71% of Millennials are
unhappy with how they’re being currently being
developed
Only 28% of Millennials envision 5 years at their
current job
80% of employees are open to finding a new job
Old Model –Top Down Management
Executives
Middle Managers
Field and Project Staff
Customers
New Model –Market Focused Implementation
Customers
Field and Project Staff
Middle Managers
Executive
Understanding Career Path Mapping
• The How to Support The Strategy
Time Span of Control – The Basics
⁻ Time-span is the length of time a person can effectively work, without direction, into the future, using their own discretionary judgment, to achieve a specific goal.
Definition of Time Span
Time Span –Levels of Work SIV
SIII
SII
SI
ProductionTechnician, equipment operator,
clerical, data entry
Creates the production systemUnit manager, plant manager,
operations manager
Integrates the subsystems into a Whole SystemGeneral Mgr, COO, CFO
Business Unit President SV
Makes sure production gets doneSupervisor, coordinator, project manager,
engineer, line manager
40%
40%
7%
1%
0.5%5 Years
4 Years
3 Years
2 Years
20 Months
16 Months
12 Months
9 Months
6 Months
3 Months
1 Month
1 Week
1 Day
Defining Levels of WorkRole Description
Stratum IVThis role in the organization is to integrate our sub-systems into a wholesystem.
Stratum III This role in the organization is to create the system.
Stratum II This role in the organization is to make sure production gets done.
Stratum I This role in the organization is Production
Developing Career Path Maps
⁻ Job titles should be stratified by level of work
⁻ Levels of work allow for definition of lateral movement in lieu of simple ladder structure
Why is this Important?
Organizational Chart with Levels of Work
PresidentLevel 4
Director of Preconstruction
Level 3
Chief EstimatorLevel 3
Design Build Estimator
Level 2
Plan and Spec Estimator
Level 2
Estimating TraineeLevel 1
Estimating Administrator
Level 1
Engineering ManagerLevel 3
Senior EngineerLevel 2
Lead TechnicianLevel 2
Engineering Technician
Level 1
Engineering Administrator
Level 1
Fabrication ManagerLevel 3
Senior Fabrication Technician
Level 2
Fabrication Lead Technician
Level 2
FabricatorLevel 1
Fabrication Administrator
Level 1
Director of Operations
Level 3
Project ExecutiveLevel 3
Senior Project ManagerLevel 2
Project ManagerLevel 2
Assistant Project ManagerLevel 1
Project Administrator
Level 1
Special Projects Executive
Level 3
Senior Service ManagerLevel 2
Service ManagerLevel 2
Assistant Service ManagerLevel 1
Service Administrator
Level 1
SuperintendentLevel 3
General ForemenLevel 2
ForemenLevel 2
JourneymenLevel 1
LaborersLevel 1
Upward M
obility
Ladder Development Path – Still Very Necessary
Roles and Responsibilities – 30,000’ ViewProject Manager
Basic Job Function
Administer the execution of work, prepare and maintain the Change Order Log, oversee the material submittal process, ensure that all materials are released, schedule personnel, evaluate cost of labor, and develop labor forecasts for budget. Resolve all issues with projects to ensure that the Company is paid for job changes and that GC maintains accurate and efficient schedules. Responsible for strategic planning, time management, and project organization. Review reported project issues and communicate with all appropriate personnel to ensure that problems are resolved. Report to the Senior Project Manager or Division Manager.
Years of Industry Experience
5+
Education, Degree Required
High School Diploma; 4-year relevant college degree preferred: Bus/EE/Civil/PM
Additional Training, Skills, Requirements
Leadership experience, cross-selling, personnel management, process improvement, conflict resolution. Understand Internet, Intranet. Possess a thorough understanding of company capabilities. Excellent computer and technical skills, Microsoft Project (read Primavera), Microsoft Office, Scheduling Software, and Intermediate Budgeting.
Licenses, Certifications Required
Project Management Certifications, Project Management Institute Certifications.
People Management included?
Yes
Title Project Administrator Assistant Project Manager Project Manager Senior Project Manager Project Executive
Basic Job Function
Assisting project managers with a variety of tasks
Assisting project managers with a variety of tasks: estimating new work, pricing change orders, preparing and tracking RFI's and submittals, tracking materials and labor costs, developing budgets, maintaining change order log, analyzing job costs, pulling and closing permits, and maintaining a purchase and delivery schedule
Administer the execution of work, prepare and maintain the Change Order Log, oversee the material submittal process, ensure that all materials are released, schedule personnel, evaluate cost of labor, and develop labor forecasts for budget. Resolve all issues with projects to ensure that the Company is paid for job changes and that GC maintains accurate and efficient schedules. Responsible for strategic planning, time management, and project organization. Review reported project issues and communicate with all appropriate personnel to ensure that problems are resolved. Report to the Senior Project Manager or Division Manager.
Procure new business from new and existing clients. Administer the execution of work, prepare and maintain the Change Order Log, oversee the material submittal process, ensure that all materials are released, schedule personnel, evaluate cost of labor, and develop labor forecasts for budget. Develop or maintain positive and profitable customer relationships. Resolve all issues with projects to ensure that the Company is paid for job changes and that GC maintains accurate and efficient schedules. Responsible for strategic planning, time management, and project organization. Review reported project issues and communicate with all appropriate personnel to ensure that problems are resolved. Report to the Division Manager.
Responsible for the oversight and management of a specific operations team within the Electrical Construction Division. Ensure that all projects are adequately staffed with necessary office and field resources. Become intimately involved with all levels of project documentation and change order management/resolution. Develop or maintain positive and profitable customer relationships. Responsible for all performance and salary reviews for specified team members with ownership consent. Responsible for hiring/termination of team members. Ensure that all team members receive the proper training and development needed to continue their professional growth within the organization. Report to the Division Manager.
Years of Industry Experience
0 0-3 5+ 8+ 12+
For Reference
For ReferenceTitle Project Administrator Assistant Project Manager Project Manager Senior Project Manager Project Executive
Education, Degree Required
High School Diploma and 4- year college degree in progress, Bus/EE/Civil/PM
High School Diploma; 4-year relevant college degree preferred: Bus/EE/Civil/PM
High School Diploma; 4-year relevant college degree preferred: Bus/EE/Civil/PM
High School Diploma; 4-year relevant college degree preferred: Bus/EE/Civil/PM
High School Diploma; 4-year relevant college degree preferred: Bus/EE/Civil/PM
Additional Training, Skills, Requirements
Ability to read electrical drawings/familiarity with electrical systems desired. Excellent computer and technical skills
Ability to read electrical drawings/familiarity with electrical systems desired. Excellent computer and technical skills, Microsoft Project, BIM/RIVET/CAD, CONEST, Intro to Budgeting,
Leadership experience, cross-selling, personnel management, process improvement, conflict resolution. Understand Internet, Intranet, Posses a thorough understanding of Company capablitlies. Excellent computer and technical skills, Microsoft Project (read Primavera), Microsoft Office, Scheduling Software, and Intermediate Budgeting.
Proven experience in leadership, cross-selling, personnel management, advanced strategic planning, negotiation, conflict management and resolution, finance, and process improvement. Excellent computer and technical skills, to include basic project management, Microsoft Project (read Primavera), Microsoft Office, Scheduling Software, and Intermediate Budgeting, general understanding in the area of application programming, database, Project Management Certifications, Project Management Institute Certifications, and system design, thorough understanding of Company capabilities
Proven experience in leadership, cross-selling, personnel management, advanced strategic planning, negotiation, conflict management and resolution, finance, and process improvement. Excellent computer and technical skills, to include basic project management, Microsoft Project (read Primavera), Microsoft Office, Scheduling Software, and Intermediate Budgeting, general understanding in the area of application programming, database and system design, thorough understanding of Company capabilities, Project Management Certifications, Project Management Institute Certifications.
Licenses, Certifications Required
n/a Project Management Certifications, Project Management Institute Certifications
Project Management Certifications, Project Management Institute Certifications.
Project Management Certifications, Project Management Institute Certifications.
Project Management Certifications, Project Management Institute Certifications.
People Management included?
No Yes Yes Yes
Horizontal (Lattice-Structure) Opportunities
PresidentLevel 4
Director of Preconstruction
Level 3
Chief EstimatorLevel 3
Design Build Estimator
Level 2
Plan and Spec Estimator
Level 2
Estimating TraineeLevel 1
Estimating Administrator
Level 1
Engineering ManagerLevel 3
Senior EngineerLevel 2
Lead TechnicianLevel 2
Engineering Technician
Level 1
Engineering Administrator
Level 1
Fabrication ManagerLevel 3
Senior Fabrication Technician
Level 2
Fabrication Lead Technician
Level 2
FabricatorLevel 1
Fabrication Administrator
Level 1
Director of Operations
Level 3
Project ExecutiveLevel 3
Senior Project ManagerLevel 2
Project ManagerLevel 2
Assistant Project ManagerLevel 1
Project Administrator
Level 1
Lateral Mobility
Horizontal (Lattice-Structure) Opportunities
Can Move To
Can Move To
Engineering Administrator, Fabrication Administrator, Estimating Administrator.
Engineering Administrator, Estimating Administrator
Implementation of Career and Development Plans
• Making Plans, Keeping Commitments
Do you know how your performance is evaluated?• Financial Metrics• Skill Set Metrics• Other
First and Foremost:
1. Self assessment with collaboration2. Creation of a personal career path map and learning
plan3. Follow up sessions to ensure progress to the plan4. Discussion of open opportunities with potential internal
candidates as they come up5. Revision of the career path map as needed or desired
Steps in Career Path Mapping
⁻ Allows the employee to self identify strengths and opportunities for growth
⁻ Creates an environment for coaching by allowing the employee to ask for what THEY feel they need
Self Assessment
Self Assessment Tool
Self Assessment Tool
⁻ Allows for discussion about where the best learning opportunities are and what the priorities may be based on mobility or organizational need
⁻ Identifies actionable learning opportunities and timelines to allow for horizontal or vertical movement in the organization
Collaboration
Development Plan
⁻ Using self assessment and scheduled implementation meetings, master required percentage capture of skill sets in the current position
⁻ Create a learning plan with forecasted completion dates for those items required to show capability and mobility
Moving Forward Step 1 – Mastery of Current Position
⁻ Check in with your mentor every six months (or more frequently) to review your learning plan progress
⁻ Identify areas completed and review/revise dates for remaining items
Step 2 – Six Month Check In
⁻ Meet with mentor
⁻ Discuss open or potentially open positions
⁻ Revise the career path accordingly
⁻ Begin training on skillsets required for desired position
Step 3 – Readiness for Promotion
Creating Individual Career Path Maps –Global View
Project Administrator
current
Assistant Project Manager
2019
Project Manager2022
Senior Project Manager
2025
Project Executive2030
Career Path Planning Career Outline
Position
Project Executive
Senior Project ManagerLevel 2
Project ManagerLevel 2
Assistant Project Manager Level 1
Project AdministratorLevel 1
Qualifications
Minimum 85% capture PM Requirements
Minimum 80% capture PM Requirements
Minimum 65% capture PM Requirements
Minimum 40% capture PM requirements
Eligible for Promotion at 85% capture of PA
requirements
Goal
2030
2025
2022
2019
2018
⁻ Will be a requirement to engage and retain the millennial generation
⁻ Must be a structured approach with both horizontal and vertical opportunities
⁻ Is a team effort. Supervisors, mentors, and employees must all be stakeholders
⁻ Is your best opportunity to drive, not witness, your career development
Career Path Mapping
www.observationsinhumaneffectiveness.wordpress.com
For More Career Development Insight –Free Blog
Questions
Thank YouStephane McShane
Director
Maxim Consulting Group, LLC9800 Mt. Pyramid Court, Suite 400
Englewood, CO 80112Office: 303.688.0503Mobile: 559.871.0474
