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Career categories
A career category defines the type of work performed, as opposed to the occupation or subject matter.
Typically, the three categories are:
Operational & Technical
Professional or Individual contributors
Supervisory, executive and Managerial
A job function can include more than one type of work, so, for example, within Purchasing, you could have jobs in both professional and supervisory & managerial categories.
Career levels
This is your internal scale. It can be a number or letter to define the level of seniority of your employees within that group.
Here are examples of employee grade-level descriptions from individual employees up to the Vice President level:
Level A: Entry Level Individual Contributor
Individuals at this level usually follow standard work routines. The following parameters may also apply:
Work under close supervision
Have little decision-making ability
Have no budgetary responsibility or ability to spend without approval
Have less than three years of relevant experience
Level B: Experienced Individual Contributors
Individuals at this level usually have procedural or systems experience. They may also:
Work under general supervision
Make decisions based on established procedures
Have nominal budgetary responsibility or ability to spend
Have three to five years of relevant experience
Level C: Managers and Senior Technical Professionals and Individual Contributors
Individuals at this level must have command of the procedures and systems used. They may also:
Work to specific measurable objectives requiring operational planning skills with little direct supervision
Have considerable latitude for making decisions within their unit
Have involvement in the hiring, development, and related personnel processes
Have budgetary responsibilities
Exercise crucial people skills
Have five to seven years of relevant experience
Level D: Directors
Individuals at this level must have a thorough understanding of the theoretical and practical application of the principles of their profession. The following parameters may also apply:
Have significant latitude for making decisions for their operational or functional units
Have hire and fire authority over team members
Have direct expense responsibility for significant departmental or unit budgets
Demonstrate essential people skills
Have eight to ten years of relevant experience
Level E: Vice Presidents or General Managers
Individuals at this level are seasoned professionals in their field of expertise. They also:
Give strategic guidance to the units under their control
Develop and direct short-term and long-term goals for their units
Exercise broad decision-making latitude within their functional units
Have complete budgetary control over the functions of their units
Make use of essential people skills, including the ability to help develop subordinates develop in their careers
Have more than 10 years of relevant experience
Grade Levels and Compensation
Position grade levels are usually governed by a set of compensation parameters described as a compensation grade level. Every position will have its own range of salary levels, from low to high.
Additionally, there may be several layers of the compensation grades where the low, high and midpoint salaries vary from level to level. For example, the Level C Managers category may include junior manager, manager, and senior manager designations, all with their own compensation ranges.