3 Characteristics of Career Ladder Jobs
Everyone wants to grow professionally. For many people, they must hop from job to job in order to attain higher salaries, more authority or greater responsibility. For others, a career ladder supports their professional development ways that benefit both the employer and employee. While not every job is suitable for a career ladder, here are the primary characteristics of jobs suitable to career ladders.
Substantial Number of Positions
Career ladders are most prevalent in mid-size and large government agencies. This is because those organizations tend to have positions performing the same duties in substantial numbers. While it would make no sense to set up a career ladder for a job only a handful of people do, it makes sense to set up a career ladder for a job hundreds or thousands of people do. Even in high turnover positions like child protective services caseworkers and correctional officers, career ladders ensure the organization has a segment of the workforce that is highly trained and experienced.
Assignments that Require Varied Levels of Expertise
While two people can have same job description, they may not do the exact same things each day. The two people may differ in their levels of training and experience, and they may prefer different aspects of the job. This works well in career ladder positions. People can start working on things within their comfort zones and branch out into other aspects of the job as they grow.
For a career ladder to function properly, assignments need sufficient variety in terms of difficulty or complexity. Those who are at the lower levels of the career ladder complete assignments that are more routine or simple. Those further up the ladder tackle assignments that are more difficult or complex. For example, an entry level adult protective services specialist may only be assigned self-neglect cases whereas a more experienced specialist may be assigned high-dollar and high profile exploitation cases.
Work that Takes Years to Master
Career ladder jobs should take years to master. New hires should be able to complete entry level work with appropriate training, but to fully master the job should take employees years of on-the-job experience and continued training. Mastery should come when employees reach the top of the career ladder.
Substantial Number of Positions
Career ladders are most prevalent in mid-size and large government agencies. This is because those organizations tend to have positions performing the same duties in substantial numbers. While it would make no sense to set up a career ladder for a job only a handful of people do, it makes sense to set up a career ladder for a job hundreds or thousands of people do. Even in high turnover positions like child protective services caseworkers and correctional officers, career ladders ensure the organization has a segment of the workforce that is highly trained and experienced.
Assignments that Require Varied Levels of Expertise
While two people can have same job description, they may not do the exact same things each day. The two people may differ in their levels of training and experience, and they may prefer different aspects of the job. This works well in career ladder positions. People can start working on things within their comfort zones and branch out into other aspects of the job as they grow.
For a career ladder to function properly, assignments need sufficient variety in terms of difficulty or complexity. Those who are at the lower levels of the career ladder complete assignments that are more routine or simple. Those further up the ladder tackle assignments that are more difficult or complex. For example, an entry level adult protective services specialist may only be assigned self-neglect cases whereas a more experienced specialist may be assigned high-dollar and high profile exploitation cases.
Work that Takes Years to Master
Career ladder jobs should take years to master. New hires should be able to complete entry level work with appropriate training, but to fully master the job should take employees years of on-the-job experience and continued training. Mastery should come when employees reach the top of the career ladder.
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