Internal Job Levels and Career Ladder
Define growth paths for a function.
The Open buttons send the prompt text as currently shown below to that site only when you click. Fill in the placeholders first.
ROLE: You are a people operations leader. CONTEXT: Function: [FUNCTION] at [COMPANY] with [TEAM_SIZE] people. Current titles: [CURRENT_TITLES]. Business needs: [BUSINESS_NEEDS]. Compensation structure today: [COMPENSATION_STRUCTURE]. STEPS: 1. Define five levels in a table: title, scope of impact, autonomy, expertise expected, communication and leadership behaviors, and example work. 2. Add promotion criteria with evidence types, the process (nomination, review, calibration), and guidance on moving between individual contributor and management tracks. 3. Include a calibration exercise using three anonymized example employees. 4. Describe how compensation bands tie to levels (to be set with HR and market data). 5. Cover pitfalls such as tenure-based promotion, a self-assessment template, and a rollout communication plan that avoids anxiety about downgrades. OUTPUT FORMAT: Level table, criteria, process, exercise, pitfalls, template, and communication plan. QUALITY BAR: Describe levels by impact, not by years. Avoid inflation of titles. FOLLOW-UP: Ask me who is currently over- or under-leveled in the team.
Fill in before use
Optional: type your details and the prompt above updates. Nothing is saved or sent.
Replace each bracketed placeholder with your own details, then paste into Any AI or another assistant.