2. IT Career Framework

3. Imagine….
….being able to identify how your role fits within the larger picture and being able to identify what skills and knowledge you need to gain to be successful in developing your career within UBC regardless of the department you work in
visibility into what positions exist across the IT community at UBC
ability to determine what competency you can develop to further your career at UBC
greater ability to access skills across the IT community which you may require on a temporary basis – for questions, projects or general assistance
greater equity across positions in terms of standardizing position descriptions, titles, competencies, performance reviews and recognition and reward

4. Why align to the IT Career Framework?
To help you identify the M&P IS&T career options within UBC to assist you in creating a development plan
Allows you to identify what skills, knowledge, experience, qualifications and behaviours are required for progression along any given route.
Enables you and your Manager to identify training and development activities relating to both current role and future career choices
We have over 700 M&P IT jobs at UBC and more than 800 if you include some of the other M&P areas such as Learning Technology. This is one the second largest IT organization in BC, with Telus being the largest. We are in line with ICBC and BC Hydro in terms of numbers. There is no reason why someone couldn’t build an interesting and varied IT career here at UBC if they chose.
Allows for greater transparency of what jobs we have, the associated compensation. Paths are limitless – you can choose to go laterally, diagonally up (or down!) based on acquiring the skills, knowledge and behaviours required for the job.
Rollover benefit is being able to find your tribe based on common titles.....and a title that is meaningful for partnes, colleagues and IT groups outside UBC

5. And to address this…. All these positions do “Desktop Services”
PC LAN Analysts
Computer Support Specialists
User Service Coordinators
Systems Administrators
Central Service Desk Support Analyst
User Service Advisors
IT Support Technician
IT Research Specialist
Central Service Desk Technician
We have over 700 jobs on campus in the IT profession with up to 300 distinct job titles. Some are similar jobs with slightly different job titles, while others are similar jobs with unique job titles and so on…..

6. Project Scope
Aligning to the IT Career Framework will involve all IT Professionals in the M&P IT&S job family. The project will be led by <insert Project Manager name> with assistance from HR <enter HR representative’s name>. We will be:
Standardizing position descriptions and titles
Introducing competencies required for positions
Integrating competencies and personal development planning into our annual review process

7. Guiding Principles M&P IS&T guidelines are followed
We will standardize and simplify as much as possible
Accommodate customization where necessary – specific duties which may be unique to you or our department
This is not an opportunity to re-evaluate compensation, however if there are any overt compensation misalignments, we will address them as we would normally.

8. So….what is a Career Framework?
A career framework is a group of many career ladders which allow an individual to move laterally or across career ladders. Allows individuals to:
Expand and improve within their own competencies to a higher level position
Learn new competencies which will allow individuals to move into new professions
Identify where opportunities may exist at UBC for career progression

9. What is a Career Ladder?
A career ladder is a grouping of like skills and competencies which allow a person to progress in an organization requiring:
Increasing levels of skill and knowledge
Increasing levels of responsibilities
Resulting in increasing levels of compensation
Requiring support, guidance from management

10. The Career Framework How will the Career Framework help?
Applications Development
AV Services
Business Analysis
Client Svs
Database
Enterprise Architecture
Leadership and Management
Network Analysis
Project Management
QA Analysis
Support Analyst
Systems Analysis
Systems Administration Ex H G F E2 E D C B A
How will the Career Framework help?
Discuss approach
– took over 200 existing JDs on file and grouped them to come up with the ladders. Many similar jobs with different titles, and many different jobs with similar titles
Reviewed external recognized JD`s for IT through Towers Perrin and Robert Half
Vetted business titles, core duties with 24 Focus Groups comprised of Managers and staff performing these jobs
Describe Career Framework
span two classifications due to scope and complexity outlined in the M&P IT guidelines
greyed areas are typical transition points, however you can move laterally, diagonally, up or down as you learn skills and competencies associated with jobs. Listed in alphabetical order
you also have definitions for each of these ladders to refer to
Handout – Career Framework Diagram and Ladder Descriptions

11. The Career Framework 13 career ladders
8 classification levels based on M&P IT Guidelines
Standard Titles and Job Description Templates created for each position
Each job spans two classification levels based on scope, complexity, consequence of error, supervision etc.
Greyed areas indicate typical times when individuals make career choices to move

12. How titles are derived….
Senior Systems Analyst
Level of expertise I II
Senior
Area of Specialty
Network
Business
Applications
Project
Communications
Function
Analyst
Coordinator
Technician
Representative
Specialist

13. What is a competency?
A competency is defined as a skill, knowledge, ability or behavioral characteristic that is associated with superior performance.
There are two basic levels of competencies: technical and behavioral.
Technical Competencies are predominately about acquired knowledge and technical abilities and skills.
Behavioral Competencies, such as communication skills or team member skills.

14. What are the competencies?
Three core competencies across all IT jobs:
Communicating for Results
Problem Solving
Collaboration
Each ladder has three role-based competencies from this list:
Accountability
Analytic Thinking
Building Relationships
Business Enterprise
Knowledge
Business Process
Knowledge
Change Advocate
Developing Others
Information Systems
Initiative
Strategic Technology
Planning
Thoroughness
LINK TO YOUR GROUP’s VISION AND STRATEGY –- as service providers to our clients, we collaborate with the UBC community. We seek to continue to evolve in getting closer to our customers and service focused which may include collaborating with other IT Professionals on campus. We take highly technical concepts and need to communicate these to our customers in a way that makes sense to them. As a service provide we are constantly problem solving whether it be initially to solve a business problem through technology application or solve a technology issue with current services.

15. Competency Proficiency
Being Developed: Demonstrates minimal use of this competency; Currently developing competency.
Basic: Demonstrates limited use of this competency; needs additional training to apply without assistance or with frequent supervision.
Intermediate: Demonstrates working or functional proficiency level sufficient to apply this competency effectively working/functional knowledge of subject matter.
Advanced: Demonstrates in-depth proficiency level sufficient to assist, consult to, or lead others in the application of this competency;
Expert: Demonstrates broad, in-depth proficiency sufficient to be recognized as an authority or master performer in the applications of this competency
Depending on the role within the ladder, you would have different competency proficiencies such as:
clear definitions of observable behaviour makes it less subjective. These are likely competencies you are already displaying, but now we will have these are part of your job description and utilize them as one way of progressing in the career framework as you increase your proficiency

16. Aligning to the career framework
Today we provided you with an overview of the career framework. Moving forward, we will cover three main steps
Align, review and educate staff on the standardized position descriptions which includes competencies
Integrate competencies and career development into current performance review/management process
Support individual career development

17. In practical terms, what is career development?
Decide what you want from your career now and in the future. This includes identifying your strengths, interests and areas for development.
You can then take a look at the framework and determine where you might currently fit into the framework. Assess your current knowledge, skills and competencies both on your own and in conjunction with your manager.
Identify what knowledge, skills and competencies you would need to gain to achieve your career goals.
Creates an annual personal development plan for discussion with your manager.

18. What does this mean to me?
visibility into what positions exist across the IT community at UBC
ability to determine what competency you can develop to further your career at UBC
greater ability to access skills across the IT community which you may require on a temporary basis – for questions, projects or general assistance
greater equity across positions in terms of standardizing position descriptions, titles, competencies, performance reviews and recognition and reward

19. How can I get more information?
Go to
If you have questions
Many other resources available through UBC HR on career development at
Funding Opportunities for UBC employees:
AAPS Professional Development Fund: Management and Professional (M&P) employees
Learning Portal:

20. What is the next step?
Review of current job descriptions. Determining which job description in career framework best aligns. Updating job description with specific tasks you do to ensure it accurately captures what you do.