Operations Support competencies are used to inform conversations about career progression between an engineer and their line manager. This is covered in the “how to use the competencies” guide.
There is no separate individual contributor route for progression, but the aim is to have a single set of competencies that are flexible enough to allow for a variety of ways that an engineer can demonstrate seniority.
A key idea here is that the more senior you are as an engineer, the more you should be helping those around you to achieve. There are many ways to do this:
Choosing not to pursue line management will mean you need to demonstrate that you are having a positive impact on others’ work in other ways.
Yes. For example we expect our Senior 2 Engineers to still be exhibiting the competencies from the “Mid to Senior 1” level as well as the “Senior 1 to Senior 2” level.
Assuming that competencies from earlier levels are met means that we do not need to duplicate competencies across different levels.
This is covered in the “how to use the competencies” guide.
No. Examples are illustrative, and it’s possible to meet a competency in a different way. This is covered in the “how to use the competencies” guide.
People that report in to the CTO should use this framework. There are some people in the CTO organisation who are exempt at present as their jobs were sufficiently different to the rest of the CTO team that we felt they should not be included.
Excluded teams are:
Engineers at the FT that do not report in the the CTO may also find this framework useful and are free to use it.
No, competencies are not weighted. No competency is more important than any other for an engineer’s progression.
See The Operations Support Progression Working Group docs, or check the GitHub team for individual members.