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- [Narrator] Before we dive into growth plans,

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we have to define career progression requirements.

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Career progression requirements outline the skills necessary

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to advance from one level to another.

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If you lead multiple teams,

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you could also consider establishing requirements

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for cross-functional progression as well.

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But given our focus on entry level talent,

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we'll keep it simple

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and focus on progression within a specific role.

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The following slides provide a high level overview

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of a career progression plan that I rolled out

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to a security team I led in a previous role.

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The goal is to provide you with a baseline structure

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to leverage when developing requirements for your own team.

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Let's assume you've defined three skill levels

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for a security consultant role.

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Level one is the entry level.

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Level two is mid level.

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And level three, the senior level.

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Here, we have a clear outline

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of the progression opportunities available within the role.

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An entry level or level one employee

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can clearly see that they have plenty of room to grow,

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so now let's help them understand how to improve

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and where to focus their efforts.

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As you can see here,

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I've included two skills categories for us to consider,

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security skills and interpersonal skills.

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When defining your requirements,

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the categories should align

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to the desired performance outcomes.

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For example, in the requirements

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that were rolled out to my former team,

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we included two additional skills categories,

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technology skills and sales skills.

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Be careful though

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not to overwhelm your team with too many categories.

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Next, we'll double click into each category

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and define the required skills at each level.

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For simplicity's sake,

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I'm only going to include one or two requirements

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in each category,

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but you should of course

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be as detailed as you deem necessary.

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The key performance indicators are bolded and italicized

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to make it easy to view the main differences

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at each level.

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We can see that our level one consultant

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is required to demonstrate

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foundational level security knowledge

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across one vertical in the security category,

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and have the ability to establish working relationships

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in the interpersonal category.

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Now, when we move up to level two,

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the skillset becomes a bit more demanding.

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The mid-level consultant

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must demonstrate intermediate level knowledge

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across a minimum of two verticals

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in the security skills category,

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and establish trusted advisor status

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in the interpersonal skills category.

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It's worth noting that some level of detail will be required

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to distinguish the differences.

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For example, an employee

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will likely want to understand the difference

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between foundational versus intermediate level knowledge

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and potentially working relationship

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versus trusted advisor status.

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You can either include these details in the document

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or provide examples

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when reviewing the requirements with the team.

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In my case, we started out including the descriptions,

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then removed them

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in favor of more opportunity for conversation

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and tailored coaching.

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Also, note that a certification requirement

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has been introduced at this level.

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This creates a great opportunity

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for you as a leader to motivate and incentivize your team

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by investing in their training and certification efforts.

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Finally, at the senior level,

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we can clearly see

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that expert level security skills are required

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across multiple verticals,

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more advanced certifications are required,

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and a proactive engagement requirement

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has been added to interpersonal skills.

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Your mid-level employees will now have a clear understanding

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of what's required of them

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prior to advancing into a senior role,

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and can plan

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their career development activities accordingly.

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Documented career progression requirements

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provide you and your teams

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with tangible, measurable criteria for career advancement.

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And that's great,

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but it still feels like something is missing.

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Hmm, any ideas?

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Well, if you feel like we've done a great job

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of defining what needs to be done

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but not necessarily how it should be done,

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you're spot on.

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What we need now is a plan for meeting these requirements.

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Yep, a growth plan.

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Fortunately for you and your team,

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that's our next topic of discussion.