significantly
unless
dramatically
different
the
staff
levels
or
member types
demonstrates of
skills
and
competencies.
3.0
Recommendations
• A revised career progression criteria (Growth Chart) for the support function has been designed to give a clear career path to employees across all levels in the support function. (Refer Annexure C for the same) • The Career Path to be communicated to the new employees at the time of recruitment, along with the job description, competencies required and the target levels corresponding to each competency. The existing employees also to be apprised of the same. • A comprehensive Talent Review and Succession Planning Process at the leadership level to identify high performing and high potential talent available for growth requirements. 63