01
Focus on the outcome of “Career path design”, not a generic deliverable list
We tie “Roles, competency thresholds, links to progression and projects.” to a decision-oriented summary so your team and leadership share one picture.
People development programmes
Career path design
People development programmes
Does a person know what to do to progress — beyond the word “development” in a yearly review?
Roles, competency thresholds, links to progression and projects.
Workshop catalogue: filtered list (BUR/KFS-style co-funding) — each programme also has its own page (/en/development-programmes/{slug}/).
02
Time-boxed, clear criteria
Work under “Career path design” in People development programmes uses milestones you can read in the calendar, not in slide footnotes.
03
A format the organisation can run with
You get documentation and a handover you can use next week, not a shelfware PDF.
Does this situation sound familiar?
If you recognise at least two of the following signals, the process below can help you align work and decisions.
- Stakeholders use different language for the same process around “Career path design”.
- Decisions on “Career path design” are delayed because scope and data are not agreed.
- You need a view on “Career path design” that leadership and teams can use in the same way.
- The cost of inaction is rising faster than the cost of a structured step on “Career path design”.
How we work
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Week 1
Kickoff and scope
We align the scope of “Career path design”, data, interviewees, and success criteria.
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Weeks 2–3
Workshops / analysis
As needed for the offer: workshops, mapping, tests, or review — as fits “Career path design”.
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Week 4+ / closure
Handover and next steps
Deliverables you can act on: what to implement, in what order, and who owns the next move.
What you get at the end
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Report / result pack
A document for “Career path design” with conclusions, references to evidence we used, and recommended moves.
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Prioritised next steps (backlog)
Clarity on quick wins, items waiting on data, and items that need a leadership call.
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Handover pack
Materials your internal team can use without “consultant-only” context.
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Optional: closing workshop
One working session with owners so the meaning is shared, not only a PDF in email.
Questions we often hear
How long does this typically take?
We set scope in week one. As a guide, from a few weeks up to about three, depending on data and stakeholders.
Do you need a prior diagnosis?
We sometimes reuse an existing diagnosis. If data for “Career path design” is missing, we surface that at kick-off.
Who should join from our side?
A decision owner, a topic owner, and access to the right data. We spell out names in the kickoff list.
For teams that want to make “Career path design” real within People development programmes
If the line “Roles, competency thresholds, links to progression and projects.” matches your case, book an intro call (button below).