Career Management

Question 1

Professional pathways through which individuals can more broadly impact and expand their role in the organization. Also referred to as career pathways, career lattices, and career tracks.

Answer 1

Career ladders

Question 2

This simple organizational tool helps identity future candidates for identified roles in an organization, as part of the succession planning process. The following table is completed for each role: TITLE/Organization Position LevelCurrent Employee NamePossible employees to replace individual, in order of preference:Employee name #1Employee name #2*Employee name #3

Answer 2

Candidate Slate

Question 3

A conversation held with an employee to learn about their motivations for leaving the organization.

Answer 3

Exit interview

Question 4

Occurs when the decision to end employment is made by the organization. Common reasons include layoffs or reductions in force and performance issues.

Answer 4

Involuntary Turnover

Question 5

This succession planning tool uses two parameters to assess employees’ readiness to assume new positions in the organization. It involves a three-step process: 1) Use evaluations and other data to plot employees based on (a) their performance and (b) extent to which their actions/behaviors align with organizational values; 2) Have managers review and suggest adjustments; and 3) Finalize charts and use for further development and decision-making.

Answer 5

Nine-cell chart

Question 6

A regular, informal conversation between a supervisor and an employee about the employee’s level of job satisfaction and specific ways the supervisor can maintain or improve it.

Answer 6

Stay interview

Question 7

Process for identifying and developing high-performing internal staff to assume critical positions within an organization.

Answer 7

Succession Planning

Question 8

Occurs when the decision to end employment is made by the employee such as a resignation or retirement.

Answer 8

Voluntary turnover