GE: Job Level Progressions

[ryantracy]

Hello,

I am currently implementing enhancements to baseline Skills Foundation and Job Architecture data. I wanted to inquire on anyone's experience implementing the Job Level Progression configurations within the Job Architecture module.

There is a common understanding of identifying and configuring vertical v. horizontal job level progressions within the platform but where I am coming to a crossroads is how this configuration drives into out of box processes within Growth Experiences. 

At surface level, I would assume this would drive relationship value for employees that create an aspiration for a new role that is considered a progression based on their current Employee Job Profile (Role Specialty) and would have some sort of automation to track what that next step's skills or other meta data would entail.  I am not seeing this capability available in a Zurich versioned instance.

Any documentation or feedback would be greatly appreciated!

[Vikram Reddy]

Hello @ryantracy,

Look at Opportunity Marketplace and Aspirations for that automation, not the vertical/horizontal progression flag itself. Job Level Progression inside Job Architecture (Skills Foundation) is really just a data structure: it links role groups and role levels so the platform can compute a skill gap between where an employee sits today and what a level up, or a lateral move, actually requires. That data mostly surfaces through the Career tab in Employee Center and feeds skill-gap calculations, it doesn't on its own push a "here's your next role" nudge to anyone.

The employee-facing piece runs on a different combination:

• Employee Job Profile, which anchors the employee's current position role
• Aspirations, set by the employee in Talent Development Core (shows up as Career Hub on Employee Center), the explicit "I want to grow toward X" signal
• Skills matching against open requisitions and postings

Opportunity Marketplace matches postings against position role, skills, and aspirations, in that order, not against the job level progression relationship directly. So in Zurich, if you want that progression data to actually influence recommendations, you generally need the employee to set an Aspiration pointed at the target Role Specialty themselves, the vertical/horizontal mapping alone won't auto-populate one for them. Honestly this is one of the thinner-documented corners of the module, so if you're seeing different behavior than that, worth opening a support case to get a definitive answer.

Thank you,
Vikram Karety
Octigo Solutions INC