Bombardier

1
Bombardier

• Career Pathways

2
Paul Overby
Sr. Director Strategy Performance
3
The Challenge

• How to improve productivity to compete in an
  intense international market
• How to motivate employees to take on more
  responsibility and accountability
• How to attract and retain talented employees with
  limited advancement opportunities within the
  seniority system

4
Career Path Goals

• Increase skills, productivity and improve quality
• More flexible workforce to meet immediate
  business needs
• Clear guidelines for performance evaluation and
  advancement
• Less movement of employees

5
Career Path Goals Employees

• New advancement opportunities based on acquired
  skills and performance
• Clear guidelines for performance evaluations and
  advancement
• Recognition for increased responsibility
• Title
• Compensation

6
Career Path Concept

• Advancement based on skills and performance
  instead of seniority
• Expanded job descriptions incorporating new
  responsibilities
• Clearly defined requirements for advancement
• Market-competitive salary structure based on job
  responsibilities and performance

7
Career Path Concept

• Career Path developed by team
• Employees
• Management
• Human Resources
• Skill levels form the basis of job descriptions
• Job titles reflect the skill levels jobs posted
  by title and specific job description
• Employees slotted in the career path based on
  current job responsibilities

8
Career Pathway Design
 
 
9
Compensation Plan

• Salary ranges based on current market data for
  Greater Pittsburgh
• Salary ranges expanded to reflect higher skills
  and greater responsibilities
• Promotional increase
• Flexible merit increase based on performance

10
Implemented Career Paths

• Administrative employees (pilot)
• Drafting
• Information Technology
• Payroll
• Electronic Tech

11
Career Path Evaluation

• Evaluation of Administrative Career Path (pilot )
• Survey one year after implementation
• Managers
• Administrative Employees
• Results based on 50 response rate

12
Employee Evaluation Results

• 86 had taken recommended training to improve
  skills
• 86 had applied that training to improve job
  performance
• 80 believed career path provided greater
  advancement opportunities
• 80 believed the career path made it easier to
  set goals and objectives

13
Manager Evaluation Results

• 85 believed career path motivated employee to
  learn new skills
• 73 were motivated to think about how to use
  employees skills more effectively
• 69 indicated that their group had experienced
  time savings
• 54 had experienced cost savings

14
Lessons Learned

• Career path teams must have employee management
  input
• Constant communication between teams and
  employees to combat fear of new system
• Program must benefit incumbent as well as new
  employees
• Employees must view the administration of the
  career pathway as consistent and fair