I hope someone has something like that going and will share with you!
I can share some big picture info from Arizona State University (ASU), where I have a side gig. ASU a very large decentralized university. Job titles until now have been left up to the hiring managers, making it unclear how different jobs at the university relate. So, they are now standardizing job titles by list key skills for each job, a variety levels for each job, and then they classified jobs into an overarching job family (here's a video on this "job architecture" project [full disclosure, I made it, and yes it's an AI voice because that's what they wanted, it would not be my choice lol]).
The overall goal is to clarify possible career paths within the university, leading to greater retention overall.
At the other end, I've heard some chatter about using 9-box grids for succession planning. The idea is that a manager would create a 9-box for each of their reports, which would inform a development plan and help identify possible career paths. If used systematically across the university, and plugged into our people management software, it would facilitate greater mobility within the new job architecture.
Hope this helps, and someone else has something more for you!
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Lindsay O'Neill, MLIS, MEd
President, Learning Round Table
Principal, Lindsay O'Neill Consulting LLC
She/Her/Hers
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Original Message:
Sent: Jan 08, 2025 01:31 PM
From: Colleen Hooks
Subject: Library Career Paths
Hello all, and happy new year!
We're looking to implement career paths at OCLS and use that as a framework for our staff development initiatives. If you have established career paths for your system and can share information on their structure, I'd greatly appreciate it!
Thank you for your time,
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Colleen Hooks
Training and Development Manager
Orange County Library System
She/Her/Hers
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