Career Path Engineering @iAdvize (Part 3)
- The first part is available here: Career Path Engineering @iAdvize (Part 1)
- The second part is available here: Career Path Engineering @iAdvize (Part 2)
Analysis & Feedback from teams since its implementation
We are taking advantage of a year of experience since the implementation of the Engineering Career Path at iAdvize to analyze and survey the teams.
Here are some elements in this article.
A) From a Data point of view
It’s a success according to the statistics of the Genius Survey (Employee engagement survey): It was found that the results are up by more than +30% between 2021 and 2022 in engineering teams on the “My Career @Advize” item.
They include 3 specific questions about projection and development opportunities.
These results are directly related to the implementation of the Career Path and its use by engineering management.
B) From the employees’ side
We have asked employees, on a voluntary basis, about the Career Path since its implementation. You can find below some of the feedback in video and in writing.
The video testimony of Mayleen, Software Engineer: https://www.youtube.com/watch?v=KtkloW9o__Y
And here are some comments from employees:
Sébastien, Senior Software Engineer: “The Career Path has allowed me to situate myself in relation to the organization, to my peers, both internally and externally.”
François-Xavier, Senior Software Engineer : “It is an interesting tool for employees who want to visualize their development and their evolution towards higher levels”
Agnes, Software Engineer: “The Career Path was presented to me during my recruitment process, I found it clear and it’s one of the reasons I joined iAdvize”
Within the teams, the Engineering Career Path has been embraced, it is clear, simple to use and transparent.
The fact that there are two tracks (Management and Expertise) in the projection possibilities is very appealing for the teams.
Through the different feedbacks collected, we realize that its use is heterogeneous, some using it frequently, others occasionally.
The active users are mainly those who want to go to the next level in the short or medium term.
In summary, we have received a lot of positive feedback, the only remarks are for employees who do not have the ambition to climb the ladder after the senior level, they find it less useful for their personal case.
C) On the managers side
Here is the video testimony of Loïc, Staff Engineer Manager: https://www.youtube.com/watch?v=df_0QZET09Y
And also some comments from managers:
Loïc, Staff Engineer Manager: “I systematically show it to new employees”.
Nicolas, Director of Engineering : “we now have a concrete tool to allow evolution”.
Thibaud, Engineering Manager : “The employees like to see themselves and to project themselves in the levels”.
Etienne, Engineering Manager : “I use it at the time of the annual interviews with my teams to exchange on the possible perspectives of projection”.
After having actively contributed to the development of the Career Path, managers appreciate the clarity of the levels and the outcome of this project.
They have found several uses for it since its implementation:
- Recruitment: Allowing them to visualize what the team may be missing in terms of profiles and staffing levels. It is also a competitive advantage that is used to project candidates on the medium/long term.
- Management: Respond to expectations of progression and evolution by showing the possible paths. To be able to define together the objectives to reach them.
- Loyalty: It is a tool to recognize the progression of an engineer at iAdvize, a new role that can be legitimized internally and even externally.
In general, the Career Path creates a transparent discussion between manager and employee on the possible perspectives at iAdvize and the means to get there.
D) On the HR side
We had initially set objectives for this project with management which we fully met:
- Clear Organisation
- All engineering is concerned
- Projection
- Evolution
- Evaluation
- Create a Ladder with levels, expectations, tracks
This Career Path has been beneficial in every way on the HR side, it has allowed us to :
- Work directly with management and engineering teams on career management and integrate our recommendations
- Better understand the issues and problems of these key professions
- To define coherent levels with specific expectations
- To create a tool open to all that will allow us to visualize the possibilities of projection
We have already been able to use the Career Path since its implementation to enrich and facilitate recruitment management, particularly during briefs to launch new recruitments, define the profiles sought and the expectations according to the needs.
On the HR management side, we have simplified administrative procedures by using the Career Path levels to establish job descriptions and by creating a link between the Career Path and the current organization of the Engineering team.
Conclusion
The desired goal has been reached, we have an Engineering Career Path in place and communicated to the teams concerned, also at the company level so that everyone can consult it, and possibly project themselves.
The fact that it was the result of a collaborative work with the tech teams has facilitated its adoption, understanding and implementation.
It is a first step that allows employees and managers to discuss short, medium and even long term projections and the steps to get there.
However, it should be noted that there is still room for improvement in the use of the Career Path, and guidelines should be developed for managers to ensure that it is used in a consistent and coherent way, in order to develop and project teams vertically or transversally within the levels.
In conclusion, this is a first step, a first pillar on which to build to improve it over time and to build new bricks that will be associated with it.
Benoit, CTO: “The implementation of the Career Path has been a success. It is now important for us to continue to make it live and evolve over time.”
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