Acquisition ready: career paths & performance assessment
- Change Management
- Government & International Institutions
The challenge
A federal IT technology company was growing rapidly but was limited by the lack of HR infrastructure to establish long-term career paths for employees. New hires required a high level of security clearance. The organization struggled to hire and retain employees with the right clearances, skill sets, and certifications. They also had 200+ job titles and lacked a unified performance culture. Adding to these challenges, they were attempting to become acquisition-ready and position the company as an attractive acquisition target.
The solution
Partnering with the CEO and head of HR, the team conducted interviews and led focus groups with 100+ company employees. They identified critical technical and non-technical skills required for success, and determined what employees wanted in a career path. Using these results, they were able to develop a competency model with defined capabilities and mastery behaviors required for all levels of the organization. They also created a 6-step career pathing model and performance assessment process.
The results
- Addressed competency, career pathing, and a consistent evaluation process.
- Defined capabilities and behaviors and brought a consistent evaluation process that built trust in the organization.
- Supported rapid growth by attracting top talent and provided a clear path to promotion.
- Reduced position descriptions by 90%.
- The performance assessment process delivered consistency with evaluations, building trust in the company.
- Based on the improvements, the organization was acquired.