Competency Development Framework

At Axelerant, we are committed to fostering continuous learning and growth through a structured framework for skill and competency development. This framework supports all team members in achieving professional excellence by:

• Defining clear competency requirements for each role.

• Providing tools and resources for skill enhancement.

• Aligning development efforts with performance reviews and career progression.

Key Components

Career Path Framework

• Clearly defined career paths outline role levels

• Competencies are accessible via Leapsome.

Competency Requirements

• Axelerant’s competency framework combines Behavioral Skills (e.g., leadership, collaboration) and Functional Skills (role-specific expertise).

• Competency requirements are reviewed periodically to ensure relevance.

Competency Development Framework

Team members' development happens via enhancing their key skills, behaviors, and knowledge areas essential for success in their roles and within the organization. A structured review cycle ensures continuous feedback on competencies through:

• Skill Assessment: Conducted via Leapsome Review cycles.

• Individual Development Plans (IDPs): Co-created with managers, mentors, or coaches.

Learning Resources

• Team members can access:

  • Leapsome for competency frameworks.

  • Progression School for training, workshops, and certifications.

  • Peer/leadership mentorship and/or coaching programs for specific skills development

Processes

Competency Assessment

• Conducted as part of performance review cycles.

• Team members self-assess against defined role competencies.

• Managers/teammates validate and provide feedback via review cycles.

Goal Setting

• Development goals are set during 1:1 meetings with managers.

• Goals are specific, measurable, and tied to competency requirements.

Progress Monitoring

• Leapsome tracks progress on development goals.

• Regular check-ins with peers and mentors to ensure accountability and alignment.

Role Transition

• Role promotions or transitions require demonstrated competency at the next level.

• Team members must complete predefined Salary Ranges | Role Level Time In Service (TIS) Expectations and Salary Revisions in their current role for promotions/role changes.

Responsibilities

Team Members

• Take ownership of their career development journey.

• Actively participate in review cycles and development planning.

• Leverage available resources and mentorship programs to enhance skills.

Managers

• Provide guidance and feedback to the team members.

• Ensure alignment between individual goals and team objectives.

• Support team members in accessing resources and achieving milestones.

People Care Team

• Maintain and update the development framework.

• Facilitate access to tools like Leapsome, and Progression school.

Tools and Resources

• Leapsome: Centralized platform for skill management and development tracking.

• Progression School: E-learning platform for courses, workshops, and certifications.