Career levels
Career levels describe increasing scope, judgment, and impact. They support development conversations; they are not a substitute for role-specific expectations, evidence, or manager judgment.
| Level | Name | Typical scope |
|---|---|---|
| 1 | Entry | Learns professional foundations and completes defined work with detailed guidance. |
| 2 | Developing | Applies growing expertise to varied work within established practices. |
| 3 | Career | Independently owns a broad range of work and chooses sound methods. |
| 4 | Advanced | Solves complex problems, evaluates competing factors, and coordinates across contributors. |
| 5 | Expert | Applies broad or distinctive expertise to significant work and company objectives. |
| 6 | Principal | Sets approaches for critical, cross-functional, or future-facing work. |
| 7 | Champion | Creates new patterns and playbooks that help others succeed and opens new opportunities for the company. |
Growth is demonstrated through sustained behavior and outcomes: stronger judgment, wider positive impact, clearer decisions, greater leverage for others, and dependable service to users. Management is one possible path, not the definition of seniority.
Guidance type: Career framework; requires role-specific calibration
Owner: Company leadership