Implementation Guidelines
Detailed implementation roadmap, roles matrix, and promotion processes
A comprehensive roadmap for implementing the Career Topologies framework in your organization. This guide covers the full lifecycle from discovery through iteration.
Framework implementation is organizational change management, not just documentation. Budget time for stakeholder alignment, communication, and cultural adaptation.
8-Phase Implementation Process
1
Discovery
Weeks 1-4
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
2
Design
Weeks 5-12
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
3
Validation
Weeks 13-16
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
4
Documentation
Weeks 17-24
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
5
Communication
Weeks 25-32
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
6
Rollout
Weeks 33-40
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
7
Calibration
Weeks 41-48
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
8
Iteration
Weeks 49-52+
Objectives
- Collect ongoing feedback
- Make incremental improvements
- Plan annual framework review
Key Deliverables
- Quarterly feedback summary
- Framework change log
- Annual review schedule
Promotion Processes
Structured promotion workflows ensure fairness, transparency, and alignment across the organization. The process varies by level, with more rigor and broader input for senior+ promotions.
Junior → Senior (L1-L3)
Process
- Manager proposes promotion during calibration cycle
- Writes promotion packet with pillar evidence
- Discusses with skip-level manager
- Presents in calibration meeting for approval
Timeline
2-4 weeks from proposal to decision
Staff+ (L4-L6)
Process
- Candidate and manager draft promotion packet
- Collect peer and cross-functional feedback
- Review by Staff+ promotion committee
- Present to executive leadership for final approval
Timeline
6-12 weeks from packet draft to decision
Promotion packets should reference specific behaviors from Progression Pillars and demonstrate sustained performance at the target level for 6-12 months (the "operating at next level" principle).
Calibration Best Practices
Calibration sessions ensure consistent application of level definitions across teams. They're critical for fairness and preventing "level inflation."
Before Calibration
- Managers complete assessments for all direct reports
- Identify promotions, level adjustments, and performance concerns
- Prepare evidence (examples, artifacts, feedback) for discussion
- Review pillar proficiency definitions for alignment
During Calibration
- Discuss each promotion and level adjustment proposal
- Compare evidence across candidates at same level
- Challenge assessments that seem inflated or deflated
- Document decisions and rationale for transparency
After Calibration
- Communicate decisions to affected individuals
- Provide context for "no" decisions with growth roadmap
- Update career ladder documentation based on learnings
- Track calibration outcomes for future consistency
Getting Started
Ready to implement the Career Topologies framework? Here's a minimal starting checklist:
Start small. Pilot with 1-2 teams before rolling out organization-wide. Learn, iterate, and build confidence in the framework before scaling.
Week 1-2: Foundation
- Review all framework documentation (Framework Overview, Leveling, Pillars)
- Choose your topology model (Y, W, or Network)
- Identify pilot teams (10-20 people)
- Schedule kickoff with pilot managers
Week 3-6: Customization
- Adapt level definitions to your context (if needed)
- Customize pillar proficiency scales for your domain
- Create self-assessment template
- Draft initial promotion process
Week 7-12: Pilot
- Launch with pilot teams
- Conduct self-assessments and 1-on-1s
- Run first calibration session
- Collect feedback and refine
Week 13+: Scale
- Document learnings and update framework
- Plan organization-wide rollout
- Train all managers
- Launch and support
1# Example: Create a new career framework repository
2mkdir career-framework
3cd career-framework
4
5# Document your chosen topology
6echo "# Our Career Topology: W-Shaped Model" > topology.md
7
8# Customize level definitions
9cp templates/level-definitions.md levels.md
10
11# Create pillar proficiency scales
12cp templates/pillars.md pillars.md
13
14# Start with pilot
15echo "Pilot teams: Platform, Product Core" > pilot-plan.md