Map your professional potential with the new Career Framework project

U of T has embarked on creating career frameworks to support how United Steelworker (USW) staff can map out their career progression at the University.

Launched in early spring 2018, the Career Framework Project’s goal is to plot career and development opportunities within the University for USW employees. Spearheaded by the Division of HR & Equity as a key component of the Consistent JD Project and the Organizational Development and Learning Centre, this project will lay the foundation required to chart possible career pathways for University USW staff.

“The Career Framework project enhances the employee experience by helping our staff reach their fullest career potential,” says Erin Jackson, chief human resources officer with Human Resources & Equity. “We work hard to ensure our employees are supported by cultivating new opportunities for professional growth.”

Two inaugural career frameworks are being developed by Laurie Torno, Career Framework Specialist, through consultations with managers and employees to determine the competencies and proficiencies required for selected USW job families and their related job paths. Specialists then map out the possible career paths for USW employees and the competencies needed to navigate those paths.

“The University of Toronto is a large, complex organization where many career possibilities exist – currently there are more than 4,600 positions of various occupations represented by the USW alone,” says Torno. “Although career supports and counselling are currently available to staff, there is very little by way of showing employees their possible career paths and the skills or competencies required to navigate from one position to another within the Bargaining Unit.”

The career framework tool is a natural evolution of the Consistent Job Evaluation Project, which creates standardized, pre-rated USW job description statements and templates. The consistent job class descriptions are used as building blocks for an overall career framework that includes descriptions of the various job families, the skills and knowledge required at the different levels and how the knowledge and skills can be acquired.

“The Consistent Job Evaluation Project transitions the University to a new consistent form of job description and ultimately helps make the USW job evaluation process more efficient and effective” says Jackson. “It is an obvious starting point when it comes to understanding how USW positions at U of T scale, and is a key source of data when it comes to identifying competencies.”

Beyond the ability to anticipate competencies needed for internal career transitions, the benefits of a career framework to employees and managers are wide ranging. The career framework will inform required training and development activities and form the basis for setting meaningful work-related goals.

“Registrarial Administrator” and “Business Officer” have been identified as pilot job families. In the coming months, consultations will begin with managers and employees, in conjunction with HR Divisional and Central offices, to pinpoint core competencies and proficiency levels.

For more information about the Career Framework project, contact Laurie Torno at