Company-wide leveling information can be found on the Career Paths & Levels [insert link to public page about levels] pages. We recommend being familiar with this information.

🫵 Your Role as a Manager

Leveling is ultimately a tool for you to use with your team members. It will enable you to identify areas of success/improvement within a role and have a guide to articulate development.

Your role as a manager will be to;

• Understand what leveling is, how it’s used, and what the levels are
• Know the level of each individual within your team
• Own conversations with employees about what their level is and why, identify an employee’s areas of strength and opportunity within a certain level, and guide conversations about how they can get to the next level

Context for Managers

• What’s happened so far?
• What happens if my employee wants to move to another department?
• How long should an employee be at their level?
• When are levels reviewed?
• What if the definitions aren’t clear enough for me to give direct feedback to someone on my team?
• What if my team member disagrees with their level?
• What if my team member is asking for a title change?

Talking about Levels

You’ll be talking to your team members about their level in the upcoming performance review process. To assist in this conversation we’ve outlined a possible agenda and script.

Before the 1:1 Conversation

To get ready for your 1:1 conversation around levels, we suggest the following:

• [ ] Review the career ladder leveling framework [insert link to public facing leveling framework/definitions] and know the level of your employees
• [ ] Prepare your talking points for each employee by reviewing the script below and filling in each section with specifics about your direct report
• [ ] Practice or role-play at least once so that you feel confident going into the conversation.

Meeting Agenda