A mechanism that offers employees a track of upward promotions, based on seniority, performance or the acquisition of new skills.
The progression of jobs in an organization's specific occupational fields ranked from highest to lowest based on level of responsibility and pay.
an internal promotional opportunity available only to current University employees who work in departments with several layers of supervision within the same work area
a planned progression to a new job and provides another way for employees to
a range of grades within an occupation or specialty that allows for a progressive increase of responsibility and employee competency
a sequence of related jobs, grouped and ranked according to the level of skills, experience, training, duties, and responsibilities that each job requires
a series of positions of increasing difficulty in the same line of work through which a group of employees may progress from the entrance levels to the full performance level
Program of an employing institution providing advancement opportunities as competencies and skills increase through experience, on-the-job training, completion of academic courses, and learning activities.
A series of defined levels where the nature of work is similar and the levels represent the organization's typical requirements for career growth. Parallel ladders and overlapping ladders are often created to allow transition from one field to another (e.g., from engineering to management). Also called career pathing.
Composed of jobs requiring related and increasingly more responsible duties, through which employees advance by experience, in-service training, and testing.
The Career ladder is a metaphor or buzzword used to denote vertical job promotion. In business and human resources management, the ladder typically describes the progression from entry level positions to higher levels of pay, skill, responsibility, or authority. This metaphor is spatially oriented, and frequently used to denote upward mobility within a stratified promotion model.