CBCP 02 - Contribution Based Career Progression

<< Previous | Automatic or Natural Career Progression: As the name suggests, this kind of career-progression happens or occurs automatically (naturally) without anything specifically done by anyone to specifically attain the progression in question. Example: A person performs the routine tasks defined by the description of the job that the person holds. The person continues to do so over a long period of time, spanning over multiple years. In the normal course of business, after the elapse of that long period of time, the person attains career-progression and moves over to handle a bigger responsibility. The progression in this case may occur because of the specialization built over that long period of time. It may also happen based on the seniority of the person. Or, it may also happen just because that person has done that job for a specific span of time (years) or the person has played that 'role' over a specific number of years. In this case, career-progression does not happen because of an explicit push by the person concerned.

Assisted Career Progression: This kind of career progression is achieved with the help of some assistance rooted in and extended by the elements present in one’s career-progression context. The assistance is not triggered, influenced and forced by the person whose career-progression is in question. It could be the boss, the peers, the HR department and the customers that may propel the career-progression of a person as a gesture of appreciation or reward. However, no specific action is done and specific step is taken by the person in question to get the career-progression, in question, propelled by the probable parties mentioned above.

In this case, the person continues to perform the routine business or job-tasks and duties. Any or many of the possible parties, mentioned above, find it suitable to reward the person by assisting him or her in attaining career-progression. It is, sometimes, a matter of the organization’s policy (or a change therein), where the management or the leadership-representatives decide on providing mass career-progression opportunities to employees meeting certain criteria. The examples of such criteria could be number of years of experience, performance level or rating over past many years, educational background, role played, other personal attributes, supervisor's feedback, peers’ feedback, line-manager's feedback, customers’ feedback, job type, skill type and level, tenure in the organization etc. A little variation to (Or, a slightly different flavor of) Assisted Career Progression is Collaboration Based Career-Progression or Cooperation Based Career-Progression in which individuals or teams collaborate (help and support each other) so that each of them comes closer to attaining his or her career-progression goal(s).  Next Page >>

Contribution Based Career Progression - Part 2 by Debi Prasad Mahapatra is licensed under a Creative Commons Attribution-NonCommercial-NoDerivs 3.0 Unported License.