IC1 IC2 IC3 IC4 IC5 IC6

Themes & A supporting-level player An established performer with A high-level performer with A leading performer who prefers to manage projects over Indispensable
Achievements who is honing their craft strong communication skills who strong relationships and the managing people. individual contributor.
and working to understand proactively builds relationships ability to lead projects
organizational context

CATEGORY DESCRIPTION
Knowledge This category focuses Broad, generalist knowledge of
core elements or concepts within
Rarely makes the same mistake
twice; learns from failure
Understands and makes well-
reasoned decisions and tradeoffs
Go-to expert in one specific area
of their role
Sought out for functional knowledge
and guidance; anticipates issues
Anticipates broad change
pertaining to their area of expertise
on breadth and depth their role within their area of expertise and makes considered decisions to and ensures Charlie is always
of knowledge; how their Begins to focus on attaining Provides expert advice and weighs avoid them ahead of the curve
Focus on learning existing tools, expertise in one or more areas of Demonstrates knowledge of industry in on complex decisions and
area(s) of expertise develop
resources and processes at Charlie their role trends and regularly seeks external problems that impact other teams or Owner of and expert on large parts Understands deeply the end to end
over timem expertise to accelerate their learning the company at large of their job function nature of their job function and is
Learns quickly and makes steady able to articulate clearly the scaling
progress without the need for Clarifies success metrics and Researches and proposes new Has a track record of creating limits in their area, while proposing
constant significant feedback from ties efforts toward delivering tools to faciliate self-, team- and improvements across major parts solutions to them
more senior team members. business value company-wide learnings of their department bringing about
positive changes to the business Uses their expertise to develop
Emerging understanding of broader ideas that enable many potential
organizational context and goals Holistic, integrated understanding of futures without knowing exactly
organizational context what the future is
An understanding of impact and
success metrics helps to focus
their efforts, as well as those of
their function

Delivery This category focuses on Develops their productivity skills by

learning and refining their working
Makes steady progress on tasks;
knows when to ask for help in order
Persistent in the face of roadblocks;
dispatches them efficiently, pulling in
Able to scope and define work or
projects into well-defined milestones
Recognised as a prolific contributor
to core projects
Consistently delivers large projects
involving one or more teams’
what they’re expected to style and time management to get themselves unblocked others as necessary and timeframes. contribution on time at a high level
deliver on and how they go Consistently able to reduce the of quality
Capable of taking well-defined sub- Able to own small-to-medium Requires minimal direction/oversight Idenitifies and proactively tackles complexity of projects, services, and
about doing that
tasks and completing them tasks from planning/development future issues before they grow into processes in order to get more done Quickly breaks down complex
through completion; Takes the initiative to fix issues something even bigger with less work problems into potential solutions,
before being assigned them. knowns, and unknowns, in order to
Capable of prioritising tasks; Regularly delivers projects or get to solid resolutions faster
avoids getting caught up in Delivers sound solutions that they work as and when required; if not
unimportant details believe are well researched possible expectations are always Capable of solving the hairiest
managed and the reasons why problems that the team encounters
Capable of providing support for End-to-end responsibility on projects
clearly articulated
their area including parts that they of increasing complexity
are not familiar with

Communication & This category focuses on Effective in communicating progress

to the team
Gives timely, helpful feedback to
peers and managers
Ensures they always communicate
decisions at the right time, to the
Makes others better through
mentorship or guidance on
Is able to facilitate cross-team work,
improving the effectiveness of others
Primarily acts as a multiplier by
building systems, authoring tools, or
leadership how they communicate and right people and in the right format specific areas related to their introducing policies or patterns that
lead people and/or projects Asks for and accepts feedback Communicates assumptions and (kick-off docs, meetings etc.) functional knowledge Listens and guides debates to help raise the level of productivity of the
graciously; eager to find ways gets clarification on tasks up front to reach a consensus; once a decision
across the business entire org
to improve minimize the need for rework Mentors junior team members Sets direction at a project level is made, clearly communicates and
through sharing learnings or backs that decision Communicates the awesomeness
Understands how their work fits in best practices Provides feedback on projects of the Charlie in relevant communities
to the larger project and identifies outside of their core area Sets short to medium-term strategic externally via talks and/or blog posts.
problems with requirements Communicates and partners direction, by looking ahead 6-12
effectively across functions; is Identifies and proposes strategies to months; identifies the areas of Leads the conversations internally
able to work well with whatever problems affecting their team and greatest need and creates plans to about the direction of major areas of
function necessary gets buy-in on solutions improve them their job function, drives team-wide
consensus to the adoption of this
Proactively identifies problems (lack Has made an obvious positive direction, and uses this direction to
of clarity, inconsistencies etc.) for impact on the entire company’s inspire other team members
their own work and adjacent work; growth trajectory
communicates these issues early to Seen as a role model and mentor to
help course-correct everyone in their team

Decisions have a direct impact on the

longterm success or failure of Charlie

charliehr.com/blog Read all about CharlieHR’s Progression Framework, and access the full details here.
workspace@charliehr.com Discover the entire series covering Career Progression Frameworks in small businesses on our blog here.
 Manager (level 3) Senior Manager (level 4) Head of (level 5) Director of (level 6)
Themes & A high-level performer with strong relationships An organized leader and performer who pushes Effective leader focused on building teams and Dynamic leader, focused on strategic vision,
Achievements and the ability to lead people convention and drives change process for high impact results growing talent and execution

Typically has 2-4 direct reports Comfortable handling up to 7 direct reports Significant management experience (teams up to Significant management experience managing
10 people); recruited and hired teams managers and multiple teams of up to 15 people

CATEGORY DESCRIPTION
Knowledge This category focuses Develops basic understanding of people Developing proven structure and processes that A solid understanding of people management Clear expertise as a manager, leader
on breadth and depth management practices, particularly around helps their team achieve outstanding results strategies and how to develop leaders in that and operator
of knowledge; how their professional development; actively learning how function to be successful
to handle difficult management situations
area(s) of expertise develop Holistic, integrated understanding of
over timem Demonstrates knowledge of industry trends and organizational context
regularly seeks external expertise to accelerate
their learning

Emerging understanding of broader

organizational context and goals

An understanding of impact and success metrics

helps to focus their team’s efforts

Delivery This category focuses on Scales themselves by their emerging Proactive in identifying and clearing roadblocks Begins to manage managers; coaches them Develops and deploys new strategies for
what they’re expected to ability to delegate work effectively to team for the team toward strong people management practices building a high performance function in line with
deliver on and how they go members; ensures tasks are completed our emerging customer and business needs
without micromanaging Excels at getting the team to focus on the highest- Drives broader organizational efforts around
about doing that impact projects culture, work, and values Drives significant impact and improvements
Focused on and responsible for their team’s across their function; strategically plans for how
productivity and collective impact Connects team’s efforts with savvy grasp of Able to lead and support their function whilst people and processes scale
ecosystem and organizational context; prioritises continually achieving impact and improvements
Leads the delivery of team projects or “business effectively based off business needs across all areas Owns budget for their department
as usual” activities
Continues to contribute to ongoing function work, Active in annual and ad hoc headcount
Supports on hiring activities within their function whilst overseeing the delivery of multiple projects planning for the organization; works to secure
or initiatives on clear timelines necessary budget
Takes ownership of their own development
Able to lead hiring efforts for their team and Builds and supports high functioning,
determine headcount motivated teams

Communication & This category focuses on Makes independent decisions for the team Creates opportunities for reports to grow Leverages past experience and uses strong Makes real change in how the company
how they communicate and and flourish communication skills to collaborate effectively approaches its business
leadership Contributes to the career development of others; with all other business leaders to define and
lead people and/or projects empowers those around them Manages independently; communicates context Confidently articulates vision for the team that
prioritise the right work
across the business to the team and surfaces requirements to relevant excites and inspires leaders and partners
Expected to meet regularly with their direct senior people within the business Owns the OKR setting and review process for
reports, provide frequent feedback on their work, teams under their oversight
help the individuals set goals and work to ensure Sets clear expectations for team members;
employee growth and retention goals solicits, synthesizes and delivers feedback Proactively nurtures the talent of the senior
people in their function and provides leadership
Developing an ability to articulate a vision Comfortable managing team members with to them, particularly around resourcing or
different skill sets and areas of focus personnel issues.
Recognised for their impact on team culture; Sells CharlieHR as a company and their
people are excited to work with them organization as a team to potential candidates

Develops and articulates compelling vision for

the team

charliehr.com/blog Read all about CharlieHR’s Progression Framework, and access the full details here.
workspace@charliehr.com Discover the entire series covering Career Progression Frameworks in small businesses on our blog here.