The organization should develop career development/advancement policies and procedures. The career development/advancement plan for each staff member should address at the minimum:
1) Current position, responsibilities, skills, knowledge, competences and level of experience.
2) Proposed position, responsibilities, skills, knowledge, competences and level of experience.
3) Gap analysis.
4) Target and time path for career growth.
Based on the outcome of the gap analysis, the organization should develop training and job rotation programs to support career development/advancement. These training and job rotation plans should be documented and signed off for agreement by at a minimum the staff member involved and his/her direct manager. HR should retain a copy of these plans in the personal file of the staff member.
