The document outlines a proposed career development framework (CDF) that aims to provide employees with a clear path for self-evaluation, growth, and progression within an organization. The framework includes competency matrices, career ladders, and career pathways to help employees understand expectations and how to advance. It proposes real-time feedback and evaluation based on soft skills, technical skills, goals, project scores, and production targets. Continuous learning is emphasized through online courses. Values, culture, talent placement, and education processes are also part of the framework to help employees develop skills and advance through career levels and designations over time.

1. +CAREER DEVELOPMENT
FRAMEWORK

2. Let’s be real!
 Manual quarterly & yearly evaluation along with talent
management can be painful
 It’s never 100% accurate
 Takes an immense amount of time for people with a
large production & project portfolio

3. Wouldn’t it be nice to have access to information and
support it with a clean and powerful framework; to
facilitate real-time feedback that nurtures positive
growth and eliminates resentment?

4.  Where they’re capable of constant self-evaluation using the
competency framework
 that is accepted as a standard across the organization
 Simply put, everyone should know how to become a CEO while
staying within the defined parameters by HR
We want to give individuals control over their
professional growth

5. Life without CDF + PROpel Life with CDF + PROpel
Scattered Evaluation, Mannual efforts, Weak Talent
Management and constant confusion about career
development
Focus on the work you love and enable your team
to self evaluate with the help of Powerful
framework & platform

6. COMPETENCY MATRIX CAREER LADDER CAREER PATHWAY
Career Development Framework is:
It is a process created to help employees understand all expectations of their roles
& how to progress & grow in their jobs in terms of:
 Professional
 Technical
 Soft Skills
 Education

7. CDF: here is what a career ladder looks like
Perfromance
Education
CureMD Values
Talent Placement

8. How is performance measured?

9. Performance Measurement
Soft Skills
Technical Skills
Goals & Objectives
Project Scores
Production Targets

10. Evaluation Criteria:
Behavioral indicators and courses
evaluation will determine the
progression of essential skills.
Qualification Criteria: 80%
161
Skills
Education:
Shortlist the courses from Edx,
Coursera and online learning
platforms for each skill level.
Soft Skills
4
Skill
Levels
Identification:
Identify essential skills for each
role, designation and levels

11. Soft Skills Breakdown
Personal & People
Skills
Interpersona
l Skills
Personal
Traits
Intrapersona
l Skills
Strategic
Competencies
Leadership
Skills
Analytical
Skills

12. 12
Teams
Trainings:
Subject Matter Experts conduct the trainings
on different intervals.
Exams and Evaluation:
Exam will be conducted after each training session.
Qualification Criteria: 80%
Technical Skills (Product & Industry Competencies)
30+
Technical
Skills
(per team)

13. Based on team production units, targets
must be:
 Assigned to each individual
 Aligned with departmental
objectives, strategy and goals
 Formulated using ‘SMART’ (Specific,
Measurable, Achievable, Relevant,
Time-bound) goals
Production Targets

14. Each Project will be scored in PROpel based on:
 Effectiveness
 Timeliness
 Documentation
 Aggregated Scores will be attached in the
member profile.
 Each project will be scored as soon as it’s
completed, it will be a contributing factor towards
elimination of cumbersome quarterly & annual
evaluations.
Project Scores

15. We have learned, the best way to set our goals and
objectives is to:
 Know what you’re doing
 Select SMART goals
 Ensure team & departmental goals are aligned
with company objectives
 KPI’s should be set to measure the progress of
each goal
“Management by objectives works if you first
think through your objectives. Ninety per cent of
the time you haven’t.”
Peter Drucker
Goals and Objectives

16. Client Services-Department Objectives

18.  Vision and Mission
Statement
 Team Background and Core
Values
 Team Recurring Activities
 RACI Matrix
Team Charters

19. Education

20. Why Keep on Learning?
 To keep ahead of the game, if you want
promotions and bonuses
 To keep up with technological or
organizational changes
 To keep motivated and have a sense of
satisfaction at work
 To make life easier by being more
effective and efficient.
Continuous curriculum development & evolution:
Shortlist the courses from Edx, Coursera and online
learning platforms for each skill level. (this is a
separate JD and requires expert input from people
experienced with creating course curriculums)
Course will be rebuild on CureMD LMS Platform.
Education (aspects that help develop a relevant and consistent education process) :
Skillset Identification
Identify essential skills for each
role, designation and levels

21. Values & Culture

22. Promotion awaits the employee who radiates
cheerfulness, not the employee who spreads
gloom and dissatisfaction. Doctors tell us that
cheerfulness is an invaluable aid to health. It is
also an invaluable aid to promotion.
-B C Forbes
Values and Culture
RIIT Matrix:
 Respect
 Innovation
 Integrity
 Teamwork

23. Talent Placement

24. When the winds of change blow, some
people build walls, others build windmills.
- Chinese proverb
Talent Placements
Great talents are the most lovely
and often the most dangerous
fruits on the tree of humanity. They
hang upon the most slender twigs
that are easily snapped off.
-Carl Gustav Jung
 Talent Identification via assessment and
evaluation
 Talent nurturing via SMART Goals
 Feedforward
 Mentoring and Coaching
 Horizontal and Vertical Growth
Placement

25. How Career Ladder will Work

26. We are what we repeatedly do. Excellence,
then, is not an act, but a habit.
-Aristotle
Career Ladder
Each designation will have 4 levels.
Each level will be an amalgamation of
following items:
 Soft Skills
 Technical Skills
 Production Targets
 Project Scores
 Goals and Objectives
 Individuals have to meet the
qualification criteria of all items to
transition to next level.
 After completing all 4 levels individuals
will be promoted to next designation

27. is for every department
CAREER DEVELOPMENT
FRAMEWORK