However, where possible, career ladders provide a valuable opportunity for both employee and organizational development. Career ladders differ from career advancement discussed in Section 8. The primary criteria for advancement through a career ladder is the ability of a position to include more complex duties and qualifications as stated in the job description for the next level in the career path. A career ladder plan will list the specific requirements necessary for advancement to the next level. Before an employee can be advanced to the next level, the employee must meet these requirements and show the ability to satisfactorily perform increased responsibilities.
Career ladders differ depending on the positions and fields involved.
A written career ladder plan must be developed and signed in advance by the employee, supervisor, and manager. If the manager is the employee's supervisor, then the manager's supervisor must also sign. The plan must include a proposed time line and proposed salary increase specific to the career ladder and employee. The employee's proposed salary will be based on the employee's additional qualifications using the same criteria that would be used if the next level position were filled through recruitment. If the needs of the employee or department change significantly, the career plan may need to be revised.