With over 2000 employees Fidelity International needed a platform that facilitates the career progression both vertically and horizontally within the organisation.
The solution had to offer a clear career pathway on what routes an employee can take based on his role competencies. The framework should serve as a starting point between the line manager and the employee. With all the insights gathered the line manager can better analyse and predict what competencies are missing within a team. On the other side the employee can have a clearer career plan on what competencies might be required for his future role or where he might transfer with the set competencies already acquired.
A digital solution was required that would let the user navigate through all the potential career options based on the competencies needed for the role.
THE CHALLENGE
The biggest challenges of the project was the scale and complexity that came with it. Things like taxonomy and navigation were also factors that needed streamlined and made easier for both, the stakeholders and the end user.
With 12 job families, 200 job profiles, 37 reference roles, 5 organisation levels and over 1000 employees in the technology department alone the possibilities were soon getting pretty convoluted.
200
Job profiles
12
Job families
37
Reference roles
5
Organisation levels
1000
Employees in the tech department
THE APPROACH
After careful planning and collaboration workshops, stakeholders involvement, discussions with employees and line managers an initial Career Pathway Blueprint was developed for the technology department. The new blueprint introduced a bird'-eye view of the whole technology department and set of new key terms and classifications for the project and organisation:
Organisation Levels:
From Early Careers to Senior Management, 5 levels have been agreed across the organisation.
Job Families
12 job families have been created within the technology department. The objective of the job families is to logically group reference roles which share a common goal and therefore underlying competencies.
Reference Roles
37 reference roles each with a unique career pathway both vertically and horizontally. Each role is made up of a unique set of differentiating competencies.
Job Profiles
200 unique Job Profiles were created which were made up of a combination of one or more of the reference roles combined with the appropriate organisation level role.
Competencies
3 core competencies were agreed that every employee should strive to. Competencies cover both hard skills (technical and functional knowledge) & soft skills (behaviours).
Outcomes
10 key attributes were identified that needed to be encouraged and developed across the organisation. The Outcomes were aligned with the Competencies to help employees to translate these attributes into specific disciplines and skills to focus their career development around.
DISCOVERY WORKSHOP
Workshop
A following re-evaluation workshop was conducted with the key stakeholders to establish the user requirements and organisation goals for the new Employee Experience digital solution.
CAREER PATHWAY BLUEPRINT
Explore the Career Pathways Blueprint
INFORMATION ARCHITECTURE
Guiding the user step by step
One of the key takeaways from all the research was the information overload and the difficulty of navigating through all the career options.
The proposed information architecture is taking the user through a journey that could take 3 directions:
- Vertical in the same Job Family
- Lateral in the same Job Family
- Lateral to another Job Family
The user was guided through a architecture divided in 4 key parts:
- Profile Overview
- Career Navigator
- Competencies Comparison
- Glossary of terms
USABILITY TESTING
Testing with real users
The prototype has been tested with Fidelity employees from across offices within the technology department.
UI Design
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TYPOGRAPHY
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