Career

To fully use the map and the career tracks you need:

• Register the job position structure: the integration of job structure information is part of the Management Panel module prerequisites, which searches for information from the Job Positions and Salaries module of the on-premise version of ​Human Capital Management | HCM.
• Parameterize the career map: the parameterization of the career map consists of the registration of careers and the sequence of career job positions (tracks). These registrations must be linked to one of the job position structures mentioned in the previous item.

To fully use the query from the compliance to job position requirements you need to register the job position requirements in the system. Registration can be done in two ways:

1. Requirements registration screen: on the senior X platform, access the menu Career and Succession > Registrations >Job position requirements.
   1. Integration with the on-premise system: the necessary information for job position requirements can be obtained from the integration with the Job Positions and Salaries and Recruitment and Selection modules, in the on-premise version of ​Human Capital Management | HCM (on-premise). In this case, the information comes from the following screens:
      FR530GRQ Job Positions > Job Positions > Registration (FR024CAR)

      Origin menu in the on-premise version	Information that is integrated
      Job Positions > Requirements > Requirements Group (
      )Competencies (who have the Expected concept defined), languages, training and education.
      Education level requirement and summary description.
      Job Positions > Job Positions > Description (FRDESCAR)	Job Position Description.
      Selection > Request  (FR126RQU)	Job position openings.
      Tables > Competencies > Competency Review (FR577REV)	Evidence and application profile.

      Important

      The system will only calculate compliance to the competencies defined in the job positions if those same competencies registered in the Requirements Group have Expected concept previously defined.

You can build your career plan by mapping and sequencing the job positions you intend to work on, considering your short, medium and long-term goals.

To set up your career track go to: Career and succession > Career plan > My career plan > Career Map.

On this screen you can:

• View career map tracks based on current job position title.
• Choose another existing job position on the map (different from the current one).
• View multiple careers in line, in Y and in W, if the HR sector has defined these possibilities.

The job positions that will be part of your career plan can also be suggested by your manager.

You can consult them on your Career Map in My Career > Career Map, for the informationSuggested job position and include them in your career plan by choosing one of the options: () I want this job position in: short, medium or long term or inform that you are not interested.

If the organization makes this option available, it is possible to answer a questionnaire that will serve as a basis for the manager to identify his perspectives in relation to his career plan.

The questionnaire can be accessed at: Career and succession > Career plan > My career questionnaire.

This questionnaire can be answered more than once throughout your career, whenever the buttonAnswer is enabled.

After putting together your career plan with the positions intended or suggested by your manager, you can check their compliance, that is, consult your percentage of compliance in relation to the requirements demanded by the job position to verify what is missing to achieve it.

The compliance to job position requirements is linked to your assessment by competencesand to your Individual Development Plan (IDP).

To see this screen, access the menu: Career and succession > Career plan > My career plan, and click on the button Detail.

On the details screen, you can see, side by side:

the job position description the number of job openings open for them, if the organization makes this option available the percentage of compliance to each job position in your career plan the list of competencies, skills and courses required for the desired position, and which of these items are met or not

Create IDP goals linked to career goals

It is also possible to Define development objectives (IDP) from the career objectives, which happens when you access a position in the career plan and click on the button New objective for the job position or the requirements of the job position.

How does it work?

• When defining a new objective for the job positio, the Add objective screen opens with the job position already selected in the field Job position indicated in the career plan.
• When defining a new objective for the job position requirement, the Add objective screen opens with the requirement selected in the field Competence involved and also the job position selected in the field Job position indicated in the career plan.

How to view IDPs that have already been defined for your career plan?

• On the Compliance to job position requirements screen, it is possible to consult the number of objectives (IDP) defined for the job position selected as a career, with an access link to the My development plan screen, filtered with the IDPs related to the career.

Can all competencies be used in defining the IDP?

• Not all skills can be used. Only those defined by the organization to generate IDP.

The Team Career Plan screen allows you to see the details of the current job position of the employees, in relation to the compliance to the requirements for other positions of their career plans.

This screen can be accessed at:

• Analytics > Team Analytics > Team Career Plan
• Career and succession > Career planning > Team career planning

By clicking on Details it is possible to consult, side by side:

the job position description the number of job openings open for them, if the organization makes this option available the percentage of compliance to each job position in the employee's career plan the list of competencies, skills and courses required for the desired position, and which of these items are met or not

Create IDP goals linked to career goals

It is also possible to Define development objectives (IDP) from the career objectives, which happens when you access a position in the career plan and click on the button New objective for the job position or the requirements of the job position.

The definition of development objectives (IDP) happens when the manager accesses a job position in the career plan of his subordinates and clicks on the button New objective for the job position or the requirements of the job positio.

How does it work?

• When defining a new objective for the employee's career position, the Add objective screen opens with the job position already selected in the field Job position indicated in the career plan.
• When defining a new objective for the employee's career position requirement, the Add Objective screen opens with the requirement selected in the field Competence involved, in addition to the job position selected in the field Job position indicated in the career plan.

How to view the IDPs that have already been defined for the career plan of the subordinates?

• On the Compliance to job position requirements screen, it is possible to consult the number of objectives (IDP) defined for the job position selected as the employee's career, with an access link to the job screen Employee individual development plan, filtered with the IDPs related to the employee's career.

Can all competencies be used in defining the IDP?

• Not all skills can be used. Only those defined by the organization to generate IDP.

Consulting the succession plan by subordinate allows you to consult the job positions defined by the subordinate in their career plan or by the manager and also include more positions using the buttonCareer map.

This query can be done in two ways:

• Through the button See details of the card Career plan
• Through the menu Career and succession > Career plan > Team career plan > Link in the name of the leader.

You can suggest a job title for the employee's career plan. When suggesting the job position, the information will be displayed Suggested job position, and the Employee will be notified.

After the employee chooses to include the suggested role in their career map, you are notified. If they inform that they are not interested, this information is no longer presented to you.

Job position suggestion can be made at:

• Career and succession > Career plan > Team career plan > Detail > Select Career map > Suggest Job Position (option available by clicking on the star icon ).

You can consult the percentage of compliance to the job positions desired by your subordinates. The compliance to job position requirements is linked to the assessment by competences and to the Individual Development Plan (IDP) of the Employee.

The consultation of the compliance percentage can be done at:

• Career Plan > Team Career Plan > Arrow on the right side of the screen() > Employee career plan > Arrow on the right side of the screen ().

On this screen, you can also consult the job position description, if the organization makes it available.

You can consult the retention risk of subordinates, considering the employee's salary and the market average.

On the screen Compare team salaries it's possible:

• View the number of employees with salaries below the market average salary for the position held.
• It is also possible to consult the number of direct subordinates with a salary below the market average salary for the job position held in the Team analytics.

If the organization makes this option available, it is possible to consult the answers referring to the career questionnaire, pre-defined by the HR sector, in the profile of the employee.

This questionnaire aims to present to the manager the career prospects of those led, which can be answered more than once throughout the career of the employees.

The parameterization of the career maps starts with the selection of the following information:

• Job position structure, registered in the Job Positions and Salaries module (on-premise) in: Job Positions > Structure (FR024EST)
• Track job positions, also registered in the Job Positions and Salaries in: Job Positions > Registration (FR024CAR)

In the Career and Succession module (senior X), the parameterization is done in:

• Career and succession > Career map > Parameterization of the career map

This parameterization allows:

• Create one or more anticipated career tracks in the organization.
• Choose the desired job position structure before creating the tracks.
• Assemble traditional careers by business unit, department or job position family.
• Build careers in Y, where from a point in the career there are two alternatives, usually a management position and a technical one.
• Build rows in W, where from a point on the row there are three or more alternatives.

It is possible to register a questionnaire to assess employees in relation to their career prospects.

The registration of the questionnaire is done at:

• Career and succession > Career questionnaire.

For this, as a prerequisite, it is necessary that the Administrator perform the necessary parameterizations of general settings and menu releases.

This questionnaire will be available for the employee to answer on the Career Questionnaire screen and for the manager to consult the responses of his subordinates on the Leader summary.

The Career and Succession module has a career path dashboard, facilitating the view on the adherence of employees to existing job positions in the career tracks.

This feature allows you to compare employee skills with job position requirements that make up your track, in addition to presenting the level of compliance between them.

The career tracks dashboard can be accessed through the menu:

• Career and Succession > Career Tracks Dashboard.