Welcome to the COP Career Levels Framework 

At COP, our ambition to unlock the full potential of offshore wind to power the world is only achievable if we grow together. Our Career Levels Framework empowers every team member with a clear, transparent path for progression which is aligned with how we attract, develop, and retain top talent. 

Summary: Why a Job Level Framework? 

Our new framework gives managers and employees shared language and clarity about: 

Career growth and progression 

Hiring and mobility decisions 

Organizational planning 

Fair and consistent job level assessments 

Section 1 

 Job Levels & Career Streams 

We’ve streamlined our job level structure and formalized four career streams to reflect how work happens at COP: 

Career Streams: 

OSW Subject Matter Expert (SME) 

OSW Project Management 

Leadership & People Management 

Functional Subject Matter Expert 

Updated Job Level Naming 

To better align with career development (not just job tasks), we are renaming junior levels: 

Analyst – Associate 

Senior Analyst – Senior Associate 

We’ve already introduced a new EVP level, removing blockers above VP to support upward growth opportunities. 

Section 2 

 Assessment Criteria & High-Level Descriptors 

Managers will assess roles using a standard Job Level Assessment Form. The form uses high-level descriptors based on these core dimensions of our roles at here at COP. 

Autonomy 

Accountability (predominantly external) 

Organizational Impact & Complexity (predominantly internal) 

Innovation & Complexity 

Communication & Influence 

Leadership Competence 

Knowledge & Experience 

Each criteria includes guiding questions and high-level descriptors per job level. This helps you contextualize roles across streams.(link to file) 

Note: This is a guiding framework, not a directive system. Your judgment and context matter. 

 

Section 3 

 Process & Governance 

Here’s how the framework is applied across COP: 

When to Use It: 

Role creation or re-design 

Hiring decisions 

Promotions 

Workforce planning 

People Review cycles 

4-Step Assessment Process: 

Initial assessment by Manager using Job Level Assessment Form 

Review and validation by People Partner 

SMT Sign-Off if at SDIR level or above 

Final alignment on job title, stream, and job description 

NOTE: People Partners hold all job descriptions centrally. 

Section 4 

 Tools and Resources 

Follow the link to Job Level Assessment Form 
Use this to assess new and existing roles. Remember: this form is the starting point — dialogue and judgment follow. 

See Career Stream Descriptions & Job Level Descriptors 
Get clarity on how levels map to skills, responsibilities, and expectations. 

 
Use aligned language to support hiring and development (Link to Job Description Template) 

Next Steps & Ongoing Development 

We’ll review the framework’s use after 3–6 months and refine based on feedback. The People Team (OD) owns the framework and is here to support all teams in implementation. 

Questions or support needed? Contact your People Partner or Talent Acquisition Partner. 

 

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this doc Needs more context, clarity, why we’re doing it (mostly the why) - how do we position in terms of, why is it important to managers? Why is it gonna help us grow together? Maybe a little less high level, little more explanation as to what it actually means – e.g. career streams has 4 bullets, do we need to know more about what they actually mean? 

we'll present this as a sharepoint page internally, to educate. rewrite with thta in mind