associate’s guide: achieving more with the career framework

Achieving More

Associate’s Guide:

Achieving More with the Career Framework

2 OhioHealth Career Framework eGuide

No matter your job, your knowledge, skills and behaviors make an important — and often, lasting — imprint on the lives of your colleagues, our patients, their families and our communities. You should feel inspired to apply your existing capabilities and talents — and develop new ones — as you grow at OhioHealth.

The Career Framework is one way we help you do that.

What is the Career Framework?The Career Framework shows the different types of work done at OhioHealth and the different Career Levels at which that work is done.

What’s in it for you?The Career Framework enables you to envision different ways your career with OhioHealth could take shape over time. This toolkit can help you have conversations with your leader about your development and career progression, including how to:

• Grow in your current job,

• Explore opportunities in other areas of the organization (for example, in your current job but on a different unit or care site, or in a new job in a new area),

• Identify and build the necessary knowledge, skills and abilities to achieve your career goals, and/or

• Receive support from your leader and from other resources within OhioHealth.

The Career Framework itself is not a guarantee of career progression or developmental opportunities. However, by using it to have open communication with your leader about your strengths and opportunities for development, it can help you take charge of your career development.

WE’RE EXCITED TO SEE WHERE YOUR TALENTS TAKE YOU.Read on to learn more about Career Framework basics, career development tools and resources, tips for having effective career conversations with your leader and answers to Frequently Asked Questions.


Career Framework BasicsNow that we know what the OhioHealth Career Framework is, let’s take a closer look at how the various parts work together. First, here are a few key terms you need to know:

Career Framework Key Terms

Job characteristics are abilities and/or behaviors that are required in order to effectively fulfill the responsibilities of each Career Level. Like Job Titles, job characteristics are also standardized across OhioHealth.As a general rule, job characteristics include functional knowledge of the job, business expertise, leadership, problem solving, impact and interpersonal skills. OhioHealth makes available development ideas for each Career Level. That means you’ll be connected to resources for your career growth. Learn more in the next section.

Career Bands are broad categories of work within OhioHealth.• Operations Support (O)• Business Support (B)• Technical (T)• Nursing Professional (N)• Clinical Professional (C)• Professional (P)• Management (M)• Executive (E)

Within each Career Band, there are multiple Career Levels. A Career Level includes groupings of jobs that are defined by the same set of general criteria and have similar expectations. Career Levels are identified by letter and number pairings, like “N2”, “P5,” and “O3.”

A Job Title is the name of a specific job at OhioHealth. Job titles are standardized across the organization. Examples include: “Analyst/Specialist” and “Nurse Coordinator.”

A Job Family is a group of jobs that are part of a similar professional area. Examples include Environmental Services, Information Technology, Nursing and Security.

Tip: Keep the term “Job Family” in mind. It’ll be one of the primary ways you can search jobs across OhioHealth using the tools and resources we’ll cover in the next section.

Career Band

Career Level

Job Title

Job Family

Job Characteristics

Continued on next page


How to Read the Career Framework This graphic is like a map and shows the full spectrum of Career Bands and Career Levels at OhioHealth. You can explore the online version of the map in multiple ways. Follow the Career Bands from bottom to top to see how jobs within a Career Band change with increasing responsibilities. Or, explore jobs in parallel Career Levels to consider how lateral movement can build broader skills.


Operations Support

Business Support Technical Nursing

ProfessionalClinical

Professional Professional Management Executive

O1

O2

O3

O4

O5

B1

B2

B3

B4

B5

T1

T2

T3

T4

T5

N1

N2

N3

N4

C1

C2

C3

C4

P1

P2

P3

P4

P5

M1

M2

M3

M4

E1

E2

E3

E4

Operations Lead

Operations Specialist

Sr. Operations Support

Operations Support

Operations Staff

Business Lead

Business Specialist

Sr. Business Coordinator

Business Coordinator

Business Assistant

Tech Lead

Tech Specialist

Sr. Tech

Tech

Tech Assistant

RN Clinical Leader

RN

Nurse Coordinator

Licensed Practical Nurse

Clinical Advisor

Sr. Clinical Consultant

Clinical Consultant

Clinical Specialist

Sr. Advisor

Advisor

Sr. Consultant

Consultant

Analyst/ Specialist

Sr. Director

Director

Manager

Associate Manager

Executive Vice President

Sr. Vice President

President

Vice President/President

CARE

ER LE

VEL

CAREER BAND


A Closer LookLet’s apply these terms to some representative situations. Here are descriptions of three (fictional) OhioHealth associates. You’ll see their respective Job Title, Career Level, Career Band and Job Family. You’ll also see what they’ve identified as the next goal in their career development.

Job Title: Sr. ConsultantCareer Level: P3Career Band: Professional

Job Family: Information TechnologyAt each stage of her career in Information Technology, Nancy has gained new skills and delivered excellence along with her fellow associates. Now, she’d like to grow her capabilities into a leadership role.

Nancy’s Career Goal:Grow from P3: Sr. Consultant to M2: Manager

Job Title: Tech SpecialistCareer Level: T4Career Band: Technical

Job Family: LaboratoryMarie handles every specimen she evaluates as if it were from a family member or close friend. She’d love to take the technical skills she’s developed and use them in a clinical setting that involves more direct patient care.

Marie’s Career Goal:Move from T4: Tech Specialist to C2: Clinical Consultant T4 C2

Job Title: RNCareer Level: N3Career Band: Nursing Professional

Job Family: NursingJosé has never forgotten the caring nurse who comforted him in the Emergency Department when he had an asthma attack at six years old. He’s wanted to work at a care site ever since, and wants to get more experience in his current job at OhioHealth.

José’s Career Goal:Remain at N3: RN while continuing to build his skills to bring best practices to his patients

N3

NancyMarie José


M2

P3


Here’s how each associate would use the Career Framework to move toward his or her career goal.

Marie would like to move from T4: Tech Specialist to C2: Clinical Consultant. Here are the next steps she plans to take:• Marie will visit

careerframework.ohiohealth.com to review the details of the job she wants to explore.

• She will build on her core strengths and identify areas to grow her skills, knowledge and abilities. One resource she uses is the development ideas for C2.

• Then, Marie will meet with her leader to share her career aspirations, using the conversation tips to prepare. She’ll continue to meet with her leader to share progress and seek additional support, if needed.

José is excited to remain at his current Career Level, N3: RN, and to continue building skills to best serve his patients. Here are the next steps he plans to take:• José will visit

careerframework.ohiohealth.com to make sure he fully understands the job characteristics of his current job, as well as ways to expand within it.

• He will review the development ideas for N3: RN to explore ways to deepen his business expertise, leadership, problem solving, impact and interpersonal skills.

• Then, José will meet with his leader to share his goals, and they’ll work together to make sure he is continuing to provide high quality, best practice service to his patients.

Nancy is eager to move into a leadership job, growing from P3: Sr. Consultant to M2: Manager. Here are the next steps she plans to take:• Nancy will visit

careerframework.ohiohealth.com to learn more about M2 Career Level requirements.

• She will review the development ideas for M2: Manager to view suggested resources for learning and growing into her desired new job.

• Then, Nancy will talk with her leader about how she plans to grow in her career, using the conversation tips to prepare. She will meet with her leader to share progress and seek additional support, if needed.

NancyMarie José

http://careerframework.ohiohealth.com




Resource DescriptionGet inspired — with a brief video

Get an overview of the Career Framework in under three minutes by watching this video.

Dive deeper — with the Associate’s Guide to Achieving More with the Career Framework

This one’s easy — it’s the guide you’re viewing right now! Come back for a refresher about the key components of the Career Framework and the value it brings to your career development, to be reminded of available tools and resources, and for tips on how to have effective career discussions with your leader.

Explore your future — with the Career Framework interactive tool

Review the details of your own job or others you want to explore. Simply search by Career Band and Job Family.

Learn and grow — with development ideas

Build on your core strengths and identify areas to grow your skills, knowledge and abilities. Development ideas provide suggested resources based on job characteristics for each Career Band and Career Level. Examples of development ideas are being part of a project team, conducting peer discussions, watching videos, taking online courses and more. You can find development ideas in the job summary table on careerframework.ohiohealth.com after searching by Career Band and Job Family.

Tools and ResourcesOne of the most important steps in taking charge of your career is to use the resources OhioHealth provides to help you learn, plan and grow.

Using a mobile phone, tablet or computer, go to careerframework.ohiohealth.com — no password is requred. Whether you want to grow stronger in your current job, or build new skills to prepare for a different job, this interactive website will inspire you to take charge of your future at OhioHealth…today!

Here’s a sneak peek at the resources you’ll find there.

DESIGN YOUR DESIRED CAREER PATH…WITH SUPPORT FROM YOUR LEADER.After you check out these online resources, talk with your leader and create a plan to develop the additional skills required to grow in your current job or prepare for the next step in your career. Use the tips in this guide to help you prepare.




Taking ActionStarting right now, there are three things you can do to take charge of your career at OhioHealth.

1. Reflect• Reflect honestly on questions like: • What do I really like to do? What types of

activities do I enjoy less? • What do I do best? What are my natural talents? • What kinds of activities energize me? Which

ones drain my energy? • Where do I see my career heading? • What are my strengths? What do I want to

work on? • What feedback have I received from my leader,

my colleagues, my patients or customers? (If you haven’t received recent feedback from your supervisor or colleagues, ask!)

• Find the connections between who you are at home and at work. Do you have skills and experiences you want others to be aware of? If so, share with your leader and others who are supporting you in your career development.

• Make sure you understand the Career Framework and all available resources as you explore next steps in your career.

2. Plan• Find out what each job does, and the

skills and experience required, by using the interactive job navigation tool at careerframework.ohiohealth.com.

• Identify how you can enhance your knowledge and skills, and gain confidence to pursue your career goals. This could be in your current job or in another job you want to grow into at OhioHealth. Be sure to check out development ideas on careerframework.ohiohealth.com.

• Create or update your resume to make sure it’s an accurate reflection of your past experience, skills, knowledge and interests.

3. Grow• Share your desired career goals with your leader

(see tips for an effective career conversation below). He or she will be your guide along the way.

• Create or revisit your Individual Development Plan (IDP). Use the development ideas available on careerframework.ohiohealth.com to guide you.

• Be open to shifting course on your development journey. New experiences may lead you in new directions — ones that may be more interesting or a better fit for you than your original path.

• Check your progress by asking your leader and others if you’re on track. Get feedback from other associates, internal partners or direct reports (if you have them).






A Guide to Effective Career Conversations with Your LeaderRemember: As you learn and grow at OhioHealth, be proactive in using the resources available to you. One of your most important sources of support is your leader. He or she can help you identify and pursue your desired career. Here are a few tips to consider as you have one-on-one conversations with your leader:

Step 1: Set the Meeting

First things first. Schedule time with your leader to discuss your career development. You are responsible for setting up this conversation. Try to schedule it at a time and location where you will not be distracted. Give your leader a heads up that you want to discuss your career and next steps.

Step 2: Think About Where You Are Now and Where You Want to Go

Reflect about your career thus far. Where have you seen success? What have you loved? Be specific about what happened in those experiences. Where have you struggled? What has been something you haven’t liked?

With the Career Framework, you can see multiple paths to take your career in the direction of what interests you most at OhioHealth. What answers came to mind when you asked yourself the questions in the “Learn” step above? Have you received feedback on a previous performance evaluation that should factor into your career planning? In what areas are you excited to grow and develop? Think deeply about these interest areas in advance so you can share them with your leader.




Step 3: Explore Available Resources

Be sure to use all the career resources available to help chart your desired path.

Bookmark careerframework.ohiohealth.com, or set it as an icon on your mobile device, for easy reference. Use it as a handy “go to” tool that can be referenced over and over again as you continue your career journey.

If You’re Thinking… Consider…Remaining in Current Job

• I really like what I’m doing now. How can I continue to grow in my current job?

• Staying in touch with your leader. Ideally, you and your leader will talk two to three times a year about your development and your aspirations. This includes the importance and satisfaction of continuing to grow in your current job.

• Reviewing the development ideas (located on careerframework.ohiohealth.com) for your current Career Level.

Moving up Career Band

• I’d like to take the next step up.• I’d like more responsibility — and opportunities to

get paid more.• I’d like to increase my expertise in a specific area.• I’m interested in becoming a leader.

• Reviewing the development ideas (located on careerframework.ohiohealth.com) for your current Career Level, or higher Career Levels within your current Career Band.

• Reviewing the Career Framework with your leader to determine what some next steps could be. For example, perhaps your leader could introduce you to a leader who leads an area you have interest in learning more about.

Switching Career Bands

• I like working at OhioHealth and I like this team, but I feel like I’m not really doing what I love.

• I’m sure there are other jobs that I’d be interested in, but I’m not sure where to start.

• I’m interested in another job but it’s not in the area I’m working in now, so I’m not sure how to pursue it.

• Having a conversation with your leader about what you love to be involved in at work, and what you may feel is missing. Your leader will be able to share his or her perspective about the needs for your current job, as well as your strengths and possible development opportunities.

• Reviewing the development ideas (located on careerframework.ohiohealth.com) to explore available opportunities within or outside of your current Career Band.






Step 4: Share with Your Leader

After your self-exploration, you’re ready to share with your leader the direction you’d like to take your career. He or she can be one of your biggest supporters, and will be prepared to help guide your next steps. It’s important to be honest with your leader about your aspirations.

This meeting will be yours to lead, so think about the important items you want your leader to know. Depending on your goals, you may want to ask about taking on a new assignment, shadowing other jobs or getting feedback on a specific area of your performance. Another option is to talk with another leader with whom you have a good relationship, and ask him or her to be a “thinking partner” and coach to you. And finally, welcome and carefully consider any feedback you receive. Be willing to learn, grow and make changes if needed.

Step 5: Take Action by Putting Your Plan on Paper

Now, it’s time to write your development plan. Use the Individual Development Plan (IDP) template available at careerframework.ohiohealth.com. Here’s a helpful way to think about it, called the 70/20/10 learning approach:

• 70 percent of your development happens on the job, in your current role through continuous improvement and growth.

• 20 percent of your development should occur through mentoring, coaching and shadowing. Working with your manager is important, but also think of others who demonstrate the skills or behavior you want to develop and form new relationships.

• 10 percent of your development should occur through formal learning, such as online or classroom courses.




Once you’ve thought about what you’d like to improve and your learning approach, use the Individual Development Plan (IDP) template available at careerframework.ohiohealth.com. This is a tool to help you and your manager identify a plan to support your current development needs and your future career aspirations. As you put your plan on paper, continue to think about the 70/20/10 learning approach. See below for some examples.

70% Experience (Develop by doing)

20% Exposure (Develop through relationships)

10% Education (Develop through training)

Activities you can do while actively performing your current job.

Working with one or more people as the development opportunity.

Gaining instruction on techniques, information, theories, etc.

• Volunteer to help roll out new processes• Get involved in continuous improvement efforts

(Kaizen, KPI Boards, etc.)• Offer to assist on a task force like safety or customer service• Take on a stretch assignment• Understand the department’s priorities and try to help

initiate ways to make progress on those priorities• Volunteer to cross train in another area of your department

or learn a new task you are not familiar with• Present to higher level management

• Ask for feedback from peers and others with whom you work

• Develop a mentoring relationship with someone who has characteristics you admire

• Be curious about other departments and others’ roles

• Shadow other areas for the purpose of learning and connecting with others

• Observe and learn from individuals who are highly skilled

• Instructor-led classroom training• E-learning or web-based training• Informal learning (e.g. TEDTalks, YouTube)• Reading articles, books, etc.• Certifications• College or university degree programs

Step 6: Schedule Follow-up Meetings

Following your initial conversation, it’s likely you will want to take some time to reflect on what you discussed with your leader. You may also want to explore more resources or talk with others.

Once you’ve done so, determine if there are updates to your IDP. If so, make them and start trying new approaches. Schedule an additional meeting with your manager so that you can stay aligned. As you prepare for this meeting, think of specific ways you can ask your leader to support your learning journey.

Remember: Development is a continuous process, and it’s up to you to make the changes you want to see. Your journey is unique and you are in charge. Throughout the year, plan to meet with your leader two to three times to review and modify your IDP.



Frequently Asked QuestionsWe’ve tried to anticipate some common questions you may have about the Framework and your own career development. Have more questions? No problem. Please speak with your leader to learn more, or to discuss how to best apply the Career Framework to your personal situation.

Q: What is a “Career Framework”?

A: The OhioHealth Career Framework is an approach to organize all jobs across the organization in a way that is transparent, simple and easy to understand. It is the foundation for supporting associate development and career growth. Most large companies like ours use a Career Framework but may call it something different.

Q: Why does OhioHealth have a Career Framework?

A: First, to support associate development and career growth. We want to make it easy for you to see jobs throughout our organization and understand what’s required for them. Second, as OhioHealth has grown and moved from an individual care site approach to a system approach, we have developed inconsistencies in titles and jobs. The Career Framework organizes all jobs using a consistent approach.

Q: How are Career Levels different from Career Bands?

A: Career Bands are broad categories of work within OhioHealth. There are eight Career Bands: Operations Support (O), Business Support (B), Technical (T), Nursing Professional (N), Clinical Professional (C), Professional (P), Management (M) and Executive (E). Each Career Band has several Career Levels. A Career Level includes groups of jobs that are defined by the same set of general criteria and have similar expectations. Career Levels are identified by letter and number pairings, like “N2” or “O3.”

Q: What are job characteristics and why do we have them?

A: Job characteristics are abilities and/or behaviors that describe the job. They are standardized across OhioHealth. As a general rule, job characteristics include functional knowledge of the job, business expertise, leadership, problem solving, impact and interpersonal skills.



Q: What should I be thinking about if I want to move to a new job?

A: The Career Framework gives you the structure and resources to pursue your career interests. Of course, moving to a new job may require gaining more experience by moving to a lateral position (a position at a similar Career Level), or by strengthening certain skills and/or performance in your current job. Also, when the time comes to move, there has to be a job available that matches your interests and skills, you need to apply for the job, and for the hiring leader to select you as the most qualified candidate.

Q: I really like my current job! Is it okay to stay where I am?

A: Of course! The Career Framework equally supports both growing in your current job, and exploring jobs and opportunities across the organization. So, if you’re satisfied and engaged with your current work, that’s wonderful. You can still take charge of your career by reviewing the characteristics of your own job at careerframework.ohiohealth.com. And you can build on your core strengths and identify areas to grow your skills, knowledge and abilities with development ideas.

Q: I’ve identified my path and have decided that I’d like to pursue a different job. Now what happens?

A: Identifying your path is an important first step. Remember to continue to grow and develop in your current job as you look for specific job openings that align with your desired path. As you find job openings that interest you, be sure to apply for the position. If you are the successful candidate and offered the job, great! If you aren’t interviewed or aren’t offered the job, consider talking with the hiring leader to get a deeper understanding of the job and learn where you might be able to further develop.

Q: Can I work with someone else besides my direct leader to help plan my development?

A: Yes. Sometimes associates find it more comfortable to work with a mentor or colleague when thinking about their development and career.


associate’s guide: achieving more with the career framework

Documents