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Job Architecture Details: Streams and Levels

Streams

Index includes four streams, defined as follows:

Stream Definition
Executive Typically includes top executives and function heads providing strategic vision and/or tactical/strategic direction across multiple functions or sub-functions. Majority of time is spent overseeing their area of responsibility and directing the responsibilities of employees. Goal achievement typically accomplished through performance of direct and/or indirect reports.
Management Management and supervisory professionals focusing on tactical, operational activities within a specified area. Typically have three or more direct reports. Majority of time is spent overseeing their area of responsibility, planning, prioritizing, and/or directing the responsibilities of employees. Goal achievement is typically accomplished through performance of direct and/or indirect reports.
Professional Typically individual contributors with responsibility in a professional or technical discipline or specialty. May direct the work of other lower level professionals, or manage process and programs. Majority of time is spent overseeing the design, implementation or deliver or processes, programs and policies using specialized knowledge and skills normally acquired through advanced education (typically university).
Support Individual contributors who provide organizational-related support or service (administrative or clerical) OR roles operating in a "hands on" environment in support of daily business activities (e.g., technical, production, or craft levels). Majority of time is spending in the delivery or support services or activities, typically under supervision.
 

Levels

Index includes 19 job levels, defined as follows:

Level Name & Label Definition
E4 (CEO) Most senior position in the organization with full accountability to stakeholders for the results of the organization and all entities reporting into it. Develops strategic long–term goals for the organization aligned to its mission, vision, and values. Responsible for ensuring strategic priorities and objectives are effectively cascaded down through senior management.
E3 (EVP, CXO) Leads global corporate business or major strategic corporate function. Responsible for growth and diversification according to the company's overall vision, mission and values. Defines long-term strategic direction, developing corporate plans and translating them into objectives / business plans. Strategic decisions have a significant impact on company financials.
E2 (SVP) Leads a division, business area or multiple sub-functions. Responsible for overall operations and translating corporate objectives into strategic business plans based on knowledge of market and competitive trends. Sets and is accountable for financial plans and goals. Strategic decisions have medium- to long-term impact on operations.
E1 (VP) Leads a sub-function, major area or corporate staff function. Responsible for establishing strategic plans for functions / areas owned, providing short- to medium-term tactical direction and operational oversight. Manages change and develops risk mitigation plans. May specify new products, processes and standards to support organizational strategies including the interpretation and application of broad policy guidelines. Strategic decisions are critical to functional/area performance and have a short-term impact. 
M5 (Sr. Director) Manages one or more functional areas / divisions / product groups / services through subordinate directors / managers. Responsible for establishing and providing strategy, vision and direction to multiple functions. Anticipates factors that could influence strategies and company position in the market. Accountable for financial results and providing input to executive management. Oversees team(s) to develop new methods and solve company-wide matters. Decisions impact the long-term success of the company.
M4 (Director) Manages a functional area, multiple, large teams and/or teams of managers. Responsible for translating business segment strategy into mid- to long-term functional plans. Contributes to the development of strategic plans / objectives and organizational policies. Makes final decisions on implementation, ensuring operational effectiveness and that budgets / schedules meet corporate requirements. Leads team(s) in development of new methods, guiding execution of complex matters. Decisions impact long-term success of the function / departments.
M3 (Sr. Manager) Manages experienced level professionals within a single, large or multiple, small teams. Responsible for establishing operational objectives, procedures and work plans, focusing on policy, and strategy implementation and control. Accountable for budget and focused on driving the strategy and success of larger projects, which contribute to multiple areas of the organization. Delegates assignments to team(s) and frequently advises on moderately complex matters. Decisions impact short-term results and may jeopardize business activities.
M2 (Manager) Manages through subordinate supervisors, experienced professionals and/or teams. Responsible for translating functional plans into operational processes and determining resources to meet schedules and goals. Develops and manages short-term operational initiatives to deliver tactical results. Guides execution, setting goals and objectives for team members. Decisions impact the immediate team and can influence short-term costs.
M1 (Supervisor) First level manager providing supervision to professionals, technical and/or administrative staff. Responsible for developing and maintaining monthly operational plans based on incremental objectives and defined processes. Manages costs, assigns tasks, maintains schedules and monitors work. A portion of time is spent performing individual tasks and may actively help to meet schedules and resolve problems. Provides direction to employees and focuses on mentoring, coaching and coordination. Decisions can have an impact on results and schedules.
P6 (Principal) Recognized as a thought leader and contributor in field of expertise. Recommends strategies with direct impact to the organization. Provides guidance to leadership and influences business decisions.
P5 (Staff) Recognized as a master in discipline and has a thorough understanding of other, related disciplines. Develops new solutions for complex projects and establishes operational plans for job areas. May implement strategic goals, requiring communication with executives. May direct the activities of others.
P4 (Senior) Recognized as a subject matter expert with comprehensive knowledge in a specific area. Manages large, complex and/or specialized projects or systems. Adapts precedent and may make significant departures from traditional approaches to develop solutions. Influences and advises others.
P3 (Career) Seasoned individual contributor that is fully proficient in applying established standards. Knowledgebase is acquired from years of experience in a particular area of specialization. Works independently with limited supervision. May manage large projects / systems. Coaches and reviews work of others.
P2 (Intermediate) Works independently with limited supervision. Requires capacity to understand specific needs or requirements in job area to apply subject matter knowledge and skills. Problems faced are difficult, but not complex. May influence others within their job area.
P1 (Entry) Entry-level individual contributor. Work is reviewed periodically. Follows standard practices and procedures. Problems are not typically difficult.
S4 (Advanced) Highly skilled specialist with comprehensive knowledge in a specific area. Executes complex or specialized work and make recommendations for new procedures. Works independently applying standards and adapting precedent. May make departures from established processes to resolve problems. Often acts as a facilitator and team leader.
S3 (Senior) Skilled specialist fully proficient in knowledgebase acquired from experience in particular area. Work requires judgment and initiative to resolve issues or recommend solutions. Typically works independently and may be an informal leader, instructing or coaching other support staff.
S2 (Intermediate) Applies acquired subject matter knowledge under limited supervision. Requires capacity to understand specific needs or requirements to apply knowledge and skills. Work is semi-routine, requiring occasional deviation from accepted practices.
S1 (Entry) Acquires job skills and completes tasks under close supervision. Work is routine and requires limited judgment.
 

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