The table below is meant to better explain how seniority, organizational influence and behaviors are connected. Anyone wanting to move up the career ladder must master our expected behaviors and participate accordingly.
| Strength | Entry | Intermediate | Experienced | Advanced | Expert |
|---|---|---|---|---|---|
| Scope | Entry level professional with limited or no prior experience; learns to use professional concepts to resolve problems of limited scope and complexity; works on assignments that require limited judgment and decision making. | Developing position where an employee is able to apply job skills, policies and procedures to complete tasks of moderate scope and complexity to determine appropriate action. | Journey-level, experienced professional who knows how to apply theory and put it into practice with full understanding of the professional field; has broad job knowledge and works on problems of diverse scope. | Professional with a high degree of knowledge in the overall field and recognized expertise in specific areas. | Leader in the field who regularly leads projects of criticality to company and beyond, with high consequences of success or failure. This employee has impact and influence on company policy and program development. Barriers of entry exist at this level. |
| Analogy | Learning about rope and knots | Can tie basic knots, learning complex knots | Calculates rope strength, knows a lot about knots | Understands rope making, can tie any knot | Knows more about rope than you ever will, invented new knot |
| Influence & Impact | Self | Peers | Team | Department | Company |
| Coding | 100% | 100% | 80%-100% | <25% | <10% |
| Participation | Actively participate in discussions and team activities. Seek guidance from more experienced team members. Be open to receiving feedback and learning from mistakes. | Contribute to team discussions and share knowledge gained from learning basic concepts. Offer assistance to junior team members. Seek feedback on performance and actively work on improving skills. | Actively contribute expertise to team projects and discussions. Mentor junior team members and facilitate knowledge sharing sessions. Regularly seek out new learning opportunities and share insights with the team. | Lead collaborative learning initiatives within the team. Actively contribute to the development of best practices and processes. Mentor and coach less experienced team members, fostering a culture of continuous learning. | Serve as a subject matter expert, providing guidance and direction on complex projects. Spearhead innovative learning initiatives and contribute to industry knowledge sharing. Act as a mentor and coach for both technical and professional development. |
