IC1 IC2 IC3 IC4 IC5 IC6

A supporting-level player who is honing their An established performer with strong

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

Category Description
Understands and makes well-reasoned
decisions and tradeoffs within their area of
Sought out for functional knowledge and
expertise
guidance; anticipates issues and makes
Anticipates broad change pertaining to their
considered decisions to avoid them
Demonstrates knowledge of industry trends area of expertise and ensures Charlie is
Rarely makes the same mistake twice; learns Go-to expert in one specific area of their role
and regularly seeks external expertise to always ahead of the curve
This category from failure Owner of and expert on large parts of their
accelerate their learning
focuses on breadth Broad, generalist knowledge of core Provides expert advice and weighs in on job function
Understands deeply the end to end nature of
and depth of elements or concepts within their role Begins to focus on attaining expertise in one complex decisions and problems that impact
Clarifies success metrics and ties efforts their job function and is able to articulate
Knowledge knowledge; how or more areas of their role other teams or the company at large Has a track record of creating improvements
toward delivering business value clearly the scaling limits in their area, while
their area(s) of Focus on learning existing tools, resources across major parts of their department
proposing solutions to them
expertise develop and processes at Charlie Learns quickly and makes steady progress Researches and proposes new tools to bringing about positive changes to the
over time without the need for constant significant faciliate self-, team- and company-wide business
Emerging understanding of broader Uses their expertise to develop ideas that
feedback from more senior team members. learnings
organizational context and goals enable many potential futures without
Holistic, integrated understanding of
knowing exactly what the future is
organizational context
An understanding of impact and success
metrics helps to focus their efforts, as well as
those of their function
Persistent in the face of roadblocks;
dispatches them efficiently, pulling in others
Makes steady progress on tasks; knows
as necessary Able to scope and define work or projects
when to ask for help in order to get Consistently delivers large projects involving
into well-defined milestones and timeframes.
themselves unblocked one or more teams' contribution on time at a
Requires minimal direction/oversight
This category Develops their productivity skills by learning Recognised as a prolific contributor to core high level of quality
Idenitifies and proactively tackles future
focuses on what and refining their working style and time Able to own small-to-medium tasks from projects
Takes the initiative to fix issues before being issues before they grow into something even
they're expected to management planning/development through completion; Quickly breaks down complex problems into
Delivery assigned them. bigger
deliver on and how Consistently able to reduce the complexity of potential solutions, knowns, and unknowns,
they go about doing Capable of taking well-defined sub-tasks and Capable of prioritising tasks; avoids getting projects, services, and processes in order to in order to get to solid resolutions faster
Delivers sound solutions that they believe Regularly delivers projects or work as and
that completing them caught up in unimportant details get more done with less work
are well researched when required; if not possible expectations
Capable of solving the hairiest problems that
are always managed and the reasons why
Capable of providing support for their area the team encounters
End-to-end responsibility on projects of clearly articulated
including parts that they are not familiar with
increasing complexity

Primarily acts as a multiplier by building

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

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

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Manager (level 3) Senior Manager (level 4) Head of (level 5) Director of (level 6)

Dynamic leader, focused on strategic vision,
An organized leader and performer who Effective leader focused on building teams
A high-level performer with strong growing talent and execution
pushes convention and drives change and process for high impact results
Themes & relationships and the ability to lead people
Achievements Significant management experience
Comfortable handling up to 7 direct reports Significant management experience (teams
Typically has 2-4 direct reports managing managers and multiple teams of
up to 10 people); recruited and hired teams
up to 15 people
Category Description
Develops basic understanding of people
management practices, particularly around
professional development; actively learning
how to handle difficult management
This category situations
A solid understanding of people
focuses on breadth
management strategies and how to develop
and depth of Demonstrates knowledge of industry trends Developing proven structure and processes
leaders in that function to be successful Clear expertise as a manager, leader and
Knowledge knowledge; how and regularly seeks external expertise to that helps their team achieve outstanding
operator
their area(s) of accelerate their learning results
Holistic, integrated understanding of
expertise develop
organizational context
over time Emerging understanding of broader
organizational context and goals

An understanding of impact and success

metrics helps to focus their team's efforts
Scales themselves by their emerging ability
to delegate work effectively to team
members; ensures tasks are completed
without micromanaging
Focused on and responsible for their team's
This category
productivity and collective impact
focuses on what
they're expected to
Delivery Leads the delivery of team projects or
deliver on and how
"business as usual" activities
they go about doing
that
Supports on hiring activities within their
function
Takes ownership of their own development
Makes independent decisions for the team
Contributes to the career development of
This category others; empowers those around them
focuses on how
Communication & they communicate Expected to meet regularly with their direct
Leadership and lead people reports, provide frequent feedback on their
and/or projects work, help the individuals set goals and work
across the business to ensure employee growth and retention
goals
Developing an ability to articulate a vision
charliehr.com/blog Read all about CharlieHR's Progression Franework, and access the full details here.
workspace@charliehr.com Discover the entire series covering Career Progression Frameworks in small businesses on our blog here.
Proactive in identifying and clearing
roadblocks for the team
Excels at getting the team to focus on the
highest-impact projects
Connects team's efforts with savvy grasp of
ecosystem and organizational context;
prioritises effectively based off business
needs
Continues to contribute to ongoing function
work, whilst overseeing the delivery of
multiple projects or initiatives on clear
timelines
Able to lead hiring efforts for their team and
determine headcount
Creates opportunities for reports to grow and
flourish
Manages independently; communicates
context to the team and surfaces
requirements to relevant senior people within
the business
Sets clear expectations for team members;
solicits, synthesizes and delivers feedback
Comfortable managing team members with
different skill sets and areas of focus
Recognised for their impact on team culture;
people are excited to work with them
Begins to manage managers; coaches them
toward strong people management practices
Drives broader organizational efforts around
culture, work, and values Develops and deploys new strategies for
building a high performance function in line
Able to lead and support their function whilst with our emerging customer and business
continually achieving impact and needs
improvements across all areas
Drives significant impact and improvements
Active in annual and ad hoc headcount across their function; strategically plans for
planning for the organization; works to how people and processes scale
secure necessary budget
Owns budget for their department
Builds and supports high functioning,
motivated teams
Leverages past experience and uses strong
communication skills to collaborate
effectively with all other business leaders to
define and prioritise the right work
Owns the OKR setting and review process
for teams under their oversight
Makes real change in how the company
approaches its business
Proactively nurtures the talent of the senior
people in their function and provides
Confidently articulates vision for the team
leadership to them, particularly around
that excites and inspires leaders and
resourcing or personnel issues.
partners
Sells CharlieHR as a company and their
organization as a team to potential
candidates
Develops and articulates compelling vision
for the team