Career Framework Overview
Core structural elements, governance model, and implementation lifecycle
Four Core Elements
The Career Topologies framework consists of four interconnected elements that work together to create transparent, equitable career paths aligned with your organizational context.
Define whether your organization uses Y-shaped (dual track), W-shaped (tri-track), or Network models for career progression
Establish clear level definitions from Junior (L1) to Distinguished (L6) using measurable Impact and Autonomy criteria
Translate abstract level expectations into concrete behaviors across Delivery, Technical Domain, Collaboration, Autonomy, Initiative, and Mentoring
Provide step-by-step guidance for adopting, customizing, and sustaining the framework within your organization
Governance Model
Effective framework implementation requires clear ownership and decision-making processes. Different roles have specific responsibilities and authority levels.
| Role | Responsibilities | Decision Authority |
|---|---|---|
| Framework Owner |
| Final approval on framework changes |
| Engineering Leadership |
| Approve individual promotions and level adjustments |
| People/HR Team |
| Ensure compliance with compensation policies |
| Individual Contributors |
| Advocate for their own career growth |
Implementation Lifecycle
The framework follows an 8-phase implementation process spanning 52+ weeks. Each phase builds on the previous one to ensure thoughtful, sustainable adoption.
Objectives
- Understand current state of career progression
- Identify pain points and gaps
- Gather stakeholder input
Key Deliverables
- Current state assessment report
- Stakeholder interview summary
- Problem statement and goals
Objectives
- Select appropriate topology model
- Customize level definitions
- Define progression pillar proficiencies
Key Deliverables
- Framework design document
- Level definitions for all roles
- Pillar proficiency scales
Objectives
- Test framework with pilot groups
- Refine based on feedback
- Ensure clarity and fairness
Key Deliverables
- Pilot feedback report
- Revised framework v2
- FAQ and edge case documentation
Objectives
- Create public-facing framework documentation
- Develop self-assessment tools
- Build manager calibration guides
Key Deliverables
- Public career ladder documentation
- Self-assessment templates
- Manager calibration playbook
Objectives
- Plan organization-wide rollout
- Train managers on framework usage
- Prepare FAQs and support resources
Key Deliverables
- Rollout communication plan
- Manager training sessions
- Support channel setup
Objectives
- Launch framework organization-wide
- Conduct all-hands and team sessions
- Enable self-assessments and 1-on-1 discussions
Key Deliverables
- Framework launch event
- Team-specific Q&A sessions
- Self-assessment completion by all engineers
Objectives
- Align manager assessments across teams
- Identify and resolve level inconsistencies
- Establish calibration cadence
Key Deliverables
- Calibration session outcomes
- Level adjustment recommendations
- Calibration best practices guide
Objectives
- Collect ongoing feedback
- Make incremental improvements
- Plan annual framework review
Key Deliverables
- Quarterly feedback summary
- Framework change log
- Annual review schedule