Career Map

What it works from

• Role profiles for a function or organisation
• Job descriptions covering role responsibilities and competency requirements
• Available role family and level definitions

What you get back

• Career map organised by role family and level
• Realistic upward, lateral and cross-family career routes
• Shared competencies and development gaps for each mapped move
• Overview of highly connected and isolated roles

Why this is expensive by hand

Career routes are often clear within a team but harder to see across functions, leaving employees and managers reliant on informal knowledge of possible moves. In practice it shows up as building a career framework: provides a map of role families and levels, with realistic upward, lateral and cross-family moves. Makes career options explicit enough to support consistent conversations about progression. The value sits in the rigour, not the typing — yet the rigour is exactly what gets traded away when there is only 1–2 weeks of capacity for it.

How this Skill produces it

As a Skill, the work is already sequenced. You bring the evidence, and the run produces career map organised by role family and level plus realistic upward, lateral and cross-family career routes. The judgement is built in — how items are broken up, what standard they are held to, and where the run stops for a human review. The practical effect: 1–2 weeks of manual work becomes a ~15 minutes run, held to an identical standard on the tenth engagement as on the first.