Putting Continuous Career Progression into Practice

In this session, we’ll explore strategies for leveling the playing field for all employees–and how Oyster created a culture of continuous progression. We’ll also dive into designing job levels, developing competency-based performance-frameworks, equitable systems for career advancement, and the best practices needed for unlocking continuous feedback.

Barbra Gago

CEO & Founder | Pando

Matt McFarlane

Director of People Experience | Oyster

Note:

Perfect storm:

  • remote work

  • diversity + equity

  • power dynamics

Continuous progression

What is continuous progression? Continuous progression is creating a transparent structure that enables iterative, on-going, trackable career growth. A shared language around what that looks like and what it means for your company.

Characteristics

  • employee-driven, bottom up

  • Short ongoing assessments

  • regular, structured feedback

  • emphasis on level progression - move away from titles, more towards what it takes to get to the next level on a continuous basis

  • always-on vs cyclical

The structure required

  • job leveling

    1. Growth paths & mobility: foundational to how people will grow at your company

    2. Equitable & structured: core structure to healthier and more sustainable scaling

    3. Better hiring: alignment for skills and level; less mis-hires (over or under)

    4. Mitigates pay equity risk: Reduces potential for major issues later: pay/skills gaps

    5. Keeps you competitive: recruit and retain with demonstrable paths and growth

  • aligned comp philosophy

  • career tracks (IC, manager, etc.)

  • Competency-based career frameworks

    • Role based structures

  • culture of feedback

    • Feedback unlocks growth

    • Continuous growth: levels and competencies (frameworks) create context, structure and shared language for iterative, ongoing feedback, performance assessment and development

  • transparency

Benefits of always on

  • retain talent through on demand career advancement

  • make performance evaluations iterative, agile and on going

  • increase objectivity and reduce bias in performance evaluations

  • accelerate employee growth and up-skilling, level up talent

  • optimize employee lifetime value (ELTV)

pando.com/hrtcp for miro board with templates