It is a good practice to separate level titles from job functions. This independence allows general criteria to be applied as it makes sense to a given the job function and in a way that transcends job functions so that we can assign someone to a new role without having to rethink the level-title.

The criteria below are generally applicable and have been developed and proven useful over decades of application. Note that the level descriptions stay clear of definitions tied to functions performed and number of people managed in favor of how a person performs and the outputs produced.

Level-1: Demonstrates a high degree of proficiency in some area of great importance to the business. Has applied the proficiency with a high degree of independence and over a sustained period (generally two to three years) and is a recognized expert in the area. Continue reading Level Titles →