CAREER PATH MAPPINGStephane McShaneDirectorMaxim Consulting Group

Management Consulting

§ Strategic Planning

§ Operational Excellence

§ Technology Integration

§ Training & Development

Lean Transformations Peer Groups

§ Electrical

§ Mechanical

§ Fire Protection

§ General Contractor

§ Heavy Civil

§ Utility

Corporate Finance Advisory

§ Mergers & Acquisitions Advisory

§ Equity & Debt Financing

§ Ownership Transition

§ Management Succession

§ Captive Insurance

§ Supply Chain Management

§ Design Standards

§ Enterprise Scheduling

§ Process Standardization

⁻ Understand the driving force behind the need for career path mapping.

⁻ Develop a strategy for creating an effective career path map that focuses and engages today’s construction staff.

⁻ Discuss the deployment and implementation needed to create a positive, building culture.

Objectives

The why before the how

• Why is career path mapping needed?

“Many factors influence the need for an organization to embrace formal career paths and career ladders, including:⁻ Inability to find, recruit and place the right people in the right jobs. ⁻ Employee disengagement. ⁻ Employee demands for greater workplace flexibility. ⁻ Lack of diversity at the top. ⁻ A multigenerational workforce. ⁻ Limited opportunity for advancement in flatter or smaller organizations. ⁻ Organizational culture change.”

SHRM “Developing Employee Career Paths and Ladders” July 23, 2015

According to SHRM

20th Century:⁻ Ladder Advancement

⁻ No News is Good News

⁻ Training

⁻ Learn from Your Mistakes

⁻ Loyalty and Long Term Employment

Old Versus New Leadership21st Century:⁻ Lateral (Lattice) AND Ladder

Advancement Choices

⁻ Real Time Feedback

⁻ Development as a Priority

⁻ Teach via Mentoring

⁻ Always Looking Ahead

⁻ Frequent Movement, Short Term Employment

They Want to Choose:⁻ Their own career path⁻ When to stay at a job or leave a job⁻ When they wish change careers⁻ How far they want their careers to go⁻ How fast they climb their career ladder

What are you doing to keep up with this need?

Millennials

75% of the workforce will be Millennials by 2025The Why – Changes are NECESSARY

Unprecedented workforce shortage in the field and the office

The Why – Workforce Challenges

AND…71% of Millennials are

unhappy with how they’re being currently being

developed

Only 28% of Millennials envision 5 years at their

current job

80% of employees are open to finding a new job

Old Model –Top Down Management

Executives

Middle Managers

Field and Project Staff

Customers

New Model –Market Focused Implementation

Customers

Field and Project Staff

Middle Managers

Executive

Understanding Career Path Mapping

• The How to Support The Strategy

Time Span of Control – The Basics

⁻ Time-span is the length of time a person can effectively work, without direction, into the future, using their own discretionary judgment, to achieve a specific goal.

Definition of Time Span

Time Span –Levels of Work SIV

SIII

SII

SI

ProductionTechnician, equipment operator,

clerical, data entry

Creates the production systemUnit manager, plant manager,

operations manager

Integrates the subsystems into a Whole SystemGeneral Mgr, COO, CFO

Business Unit President SV

Makes sure production gets doneSupervisor, coordinator, project manager,

engineer, line manager

40%

40%

7%

1%

0.5%5 Years

4 Years

3 Years

2 Years

20 Months

16 Months

12 Months

9 Months

6 Months

3 Months

1 Month

1 Week

1 Day

Defining Levels of WorkRole Description

Stratum IVThis role in the organization is to integrate our sub-systems into a wholesystem.

Stratum III This role in the organization is to create the system.

Stratum II This role in the organization is to make sure production gets done.

Stratum I This role in the organization is Production

Developing Career Path Maps

⁻ Job titles should be stratified by level of work

⁻ Levels of work allow for definition of lateral movement in lieu of simple ladder structure

Why is this Important?

Organizational Chart with Levels of Work

PresidentLevel 4

Director of Preconstruction

Level 3

Chief EstimatorLevel 3

Design Build Estimator

Level 2

Plan and Spec Estimator

Level 2

Estimating TraineeLevel 1

Estimating Administrator

Level 1

Engineering ManagerLevel 3

Senior EngineerLevel 2

Lead TechnicianLevel 2

Engineering Technician

Level 1

Engineering Administrator

Level 1

Fabrication ManagerLevel 3

Senior Fabrication Technician

Level 2

Fabrication Lead Technician

Level 2

FabricatorLevel 1

Fabrication Administrator

Level 1

Director of Operations

Level 3

Project ExecutiveLevel 3

Senior Project ManagerLevel 2

Project ManagerLevel 2

Assistant Project ManagerLevel 1

Project Administrator

Level 1

Special Projects Executive

Level 3

Senior Service ManagerLevel 2

Service ManagerLevel 2

Assistant Service ManagerLevel 1

Service Administrator

Level 1

SuperintendentLevel 3

General ForemenLevel 2

ForemenLevel 2

JourneymenLevel 1

LaborersLevel 1

Upward M

obility

Ladder Development Path – Still Very Necessary

Roles and Responsibilities – 30,000’ ViewProject Manager

Basic Job Function

Administer the execution of work, prepare and maintain the Change Order Log, oversee the material submittal process, ensure that all materials are released, schedule personnel, evaluate cost of labor, and develop labor forecasts for budget. Resolve all issues with projects to ensure that the Company is paid for job changes and that GC maintains accurate and efficient schedules. Responsible for strategic planning, time management, and project organization. Review reported project issues and communicate with all appropriate personnel to ensure that problems are resolved. Report to the Senior Project Manager or Division Manager.

Years of Industry Experience

5+

Education, Degree Required

High School Diploma; 4-year relevant college degree preferred: Bus/EE/Civil/PM

Additional Training, Skills, Requirements

Leadership experience, cross-selling, personnel management, process improvement, conflict resolution. Understand Internet, Intranet. Possess a thorough understanding of company capabilities. Excellent computer and technical skills, Microsoft Project (read Primavera), Microsoft Office, Scheduling Software, and Intermediate Budgeting.

Licenses, Certifications Required

Project Management Certifications, Project Management Institute Certifications.

People Management included?

Yes

Title Project Administrator Assistant Project Manager Project Manager Senior Project Manager Project Executive

Basic Job Function

Assisting project managers with a variety of tasks

Assisting project managers with a variety of tasks: estimating new work, pricing change orders, preparing and tracking RFI's and submittals, tracking materials and labor costs, developing budgets, maintaining change order log, analyzing job costs, pulling and closing permits, and maintaining a purchase and delivery schedule

Administer the execution of work, prepare and maintain the Change Order Log, oversee the material submittal process, ensure that all materials are released, schedule personnel, evaluate cost of labor, and develop labor forecasts for budget. Resolve all issues with projects to ensure that the Company is paid for job changes and that GC maintains accurate and efficient schedules. Responsible for strategic planning, time management, and project organization. Review reported project issues and communicate with all appropriate personnel to ensure that problems are resolved. Report to the Senior Project Manager or Division Manager.

Procure new business from new and existing clients. Administer the execution of work, prepare and maintain the Change Order Log, oversee the material submittal process, ensure that all materials are released, schedule personnel, evaluate cost of labor, and develop labor forecasts for budget. Develop or maintain positive and profitable customer relationships. Resolve all issues with projects to ensure that the Company is paid for job changes and that GC maintains accurate and efficient schedules. Responsible for strategic planning, time management, and project organization. Review reported project issues and communicate with all appropriate personnel to ensure that problems are resolved. Report to the Division Manager.

Responsible for the oversight and management of a specific operations team within the Electrical Construction Division. Ensure that all projects are adequately staffed with necessary office and field resources. Become intimately involved with all levels of project documentation and change order management/resolution. Develop or maintain positive and profitable customer relationships. Responsible for all performance and salary reviews for specified team members with ownership consent. Responsible for hiring/termination of team members. Ensure that all team members receive the proper training and development needed to continue their professional growth within the organization. Report to the Division Manager.

Years of Industry Experience

0 0-3 5+ 8+ 12+

For Reference

For ReferenceTitle Project Administrator Assistant Project Manager Project Manager Senior Project Manager Project Executive

Education, Degree Required

High School Diploma and 4- year college degree in progress, Bus/EE/Civil/PM

High School Diploma; 4-year relevant college degree preferred: Bus/EE/Civil/PM

High School Diploma; 4-year relevant college degree preferred: Bus/EE/Civil/PM

High School Diploma; 4-year relevant college degree preferred: Bus/EE/Civil/PM

High School Diploma; 4-year relevant college degree preferred: Bus/EE/Civil/PM

Additional Training, Skills, Requirements

Ability to read electrical drawings/familiarity with electrical systems desired. Excellent computer and technical skills

Ability to read electrical drawings/familiarity with electrical systems desired. Excellent computer and technical skills, Microsoft Project, BIM/RIVET/CAD, CONEST, Intro to Budgeting,

Leadership experience, cross-selling, personnel management, process improvement, conflict resolution. Understand Internet, Intranet, Posses a thorough understanding of Company capablitlies. Excellent computer and technical skills, Microsoft Project (read Primavera), Microsoft Office, Scheduling Software, and Intermediate Budgeting.

Proven experience in leadership, cross-selling, personnel management, advanced strategic planning, negotiation, conflict management and resolution, finance, and process improvement. Excellent computer and technical skills, to include basic project management, Microsoft Project (read Primavera), Microsoft Office, Scheduling Software, and Intermediate Budgeting, general understanding in the area of application programming, database, Project Management Certifications, Project Management Institute Certifications, and system design, thorough understanding of Company capabilities

Proven experience in leadership, cross-selling, personnel management, advanced strategic planning, negotiation, conflict management and resolution, finance, and process improvement. Excellent computer and technical skills, to include basic project management, Microsoft Project (read Primavera), Microsoft Office, Scheduling Software, and Intermediate Budgeting, general understanding in the area of application programming, database and system design, thorough understanding of Company capabilities, Project Management Certifications, Project Management Institute Certifications.

Licenses, Certifications Required

n/a Project Management Certifications, Project Management Institute Certifications

Project Management Certifications, Project Management Institute Certifications.

Project Management Certifications, Project Management Institute Certifications.

Project Management Certifications, Project Management Institute Certifications.

People Management included?

No Yes Yes Yes

Horizontal (Lattice-Structure) Opportunities

PresidentLevel 4

Director of Preconstruction

Level 3

Chief EstimatorLevel 3

Design Build Estimator

Level 2

Plan and Spec Estimator

Level 2

Estimating TraineeLevel 1

Estimating Administrator

Level 1

Engineering ManagerLevel 3

Senior EngineerLevel 2

Lead TechnicianLevel 2

Engineering Technician

Level 1

Engineering Administrator

Level 1

Fabrication ManagerLevel 3

Senior Fabrication Technician

Level 2

Fabrication Lead Technician

Level 2

FabricatorLevel 1

Fabrication Administrator

Level 1

Director of Operations

Level 3

Project ExecutiveLevel 3

Senior Project ManagerLevel 2

Project ManagerLevel 2

Assistant Project ManagerLevel 1

Project Administrator

Level 1

Lateral Mobility

Horizontal (Lattice-Structure) Opportunities

Can Move To

Can Move To

Engineering Administrator, Fabrication Administrator, Estimating Administrator.

Engineering Administrator, Estimating Administrator

Implementation of Career and Development Plans

• Making Plans, Keeping Commitments

Do you know how your performance is evaluated?• Financial Metrics• Skill Set Metrics• Other

First and Foremost:

1. Self assessment with collaboration2. Creation of a personal career path map and learning

plan3. Follow up sessions to ensure progress to the plan4. Discussion of open opportunities with potential internal

candidates as they come up5. Revision of the career path map as needed or desired

Steps in Career Path Mapping

⁻ Allows the employee to self identify strengths and opportunities for growth

⁻ Creates an environment for coaching by allowing the employee to ask for what THEY feel they need

Self Assessment

Self Assessment Tool

Self Assessment Tool

⁻ Allows for discussion about where the best learning opportunities are and what the priorities may be based on mobility or organizational need

⁻ Identifies actionable learning opportunities and timelines to allow for horizontal or vertical movement in the organization

Collaboration

Development Plan

⁻ Using self assessment and scheduled implementation meetings, master required percentage capture of skill sets in the current position

⁻ Create a learning plan with forecasted completion dates for those items required to show capability and mobility

Moving Forward Step 1 – Mastery of Current Position

⁻ Check in with your mentor every six months (or more frequently) to review your learning plan progress

⁻ Identify areas completed and review/revise dates for remaining items

Step 2 – Six Month Check In

⁻ Meet with mentor

⁻ Discuss open or potentially open positions

⁻ Revise the career path accordingly

⁻ Begin training on skillsets required for desired position

Step 3 – Readiness for Promotion

Creating Individual Career Path Maps –Global View

Project Administrator

current

Assistant Project Manager

2019

Project Manager2022

Senior Project Manager

2025

Project Executive2030

Career Path Planning Career Outline

Position

Project Executive

Senior Project ManagerLevel 2

Project ManagerLevel 2

Assistant Project Manager Level 1

Project AdministratorLevel 1

Qualifications

Minimum 85% capture PM Requirements

Minimum 80% capture PM Requirements

Minimum 65% capture PM Requirements

Minimum 40% capture PM requirements

Eligible for Promotion at 85% capture of PA

requirements

Goal

2030

2025

2022

2019

2018

⁻ Will be a requirement to engage and retain the millennial generation

⁻ Must be a structured approach with both horizontal and vertical opportunities

⁻ Is a team effort. Supervisors, mentors, and employees must all be stakeholders

⁻ Is your best opportunity to drive, not witness, your career development

Career Path Mapping

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Questions

Thank YouStephane McShane

Director

Maxim Consulting Group, LLC9800 Mt. Pyramid Court, Suite 400

Englewood, CO 80112Office: 303.688.0503Mobile: 559.871.0474

stephane.mcshane@maximconsulting.comwww.maximconsulting.com