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

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….

Level of

expertise

I

II

Senior

Area of

Specialty

Network

Business

Applications

Project

Communications

Function

Analyst

Coordinator

Technician

Representative

Specialist

Senior Systems Analyst

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.