Sep 202013
 

Career Path for Project Management Roles

There are two job descriptions in the project management career path for our IT department.  The entry level position is Project Manager.  This role supports the Director of Information Technology with small project management functions. The next and final level is Senior Project Manager.  This role continues to provide all the small project management functions of a Project Manager and also works more advanced functions in  Change Management and Planning/Organizing.

This is the set of competencies by job description for the Administration career path.  For more background on this topic see my post Building IT Career Paths by Standardizing Competencies.

The first two job descriptions are for the project management roles in IT:

Project Manager  Level 3
Competency Frequency
Analysis/Assessment Always
Budget Process Proficiency Always
Change Management Always
Customer Service Always
Managing People Always
Persuasiveness/Negotiation Always
Planning/Organizing Always
Project Management Always
Resource Consciousness Always

This is the next level for project management.  At this next level, Managing People and Planning/Organizing are replaced by Leadership and Strategic Thinking/Planning.

Senior Project Manager  Level 4
Competency Frequency
Analysis/Assessment Always
Budget Process Proficiency Always
Change Management Always
Customer Service Always
Leadership Always
Persuasiveness/Negotiation Always
Project Management Always
Resource Consciousness Always
Strategic Thinking/Planning Always
Sep 172013
 

Career Path for Administration Roles

There are two job descriptions in the administrative career path for our IT department.  The entry level position is Administrative Assistant.  This role supports the Director of Information Technology with basic administrative functions. The next and final level is Technical Services Coordinator.  This role continues to provide all the basic adminstrative functions of an Administrative Assistant and also works more advanced functions in  Change Management and Planning/Organizing.

This is the set of competencies by job description for the Administration career path.  For more background on this topic see my post Building IT Career Paths by Standardizing Competencies.

The first two job descriptions are for the administrative support roles in IT:

Administrative Assistant  Level 1
Competency Frequency
Adaptability/Flexibility Always
Budget Process Proficiency Always
Continuous Learning Always
Customer Service Always
Interpersonal Skills Always
Multi-tasking Always
Oral Communication Always
Professionalism/Organizational Support Always
Written Communication Always

This is the next level for administrative support.  At this next level, Oral and Written Communications are replaced by Change Management and Planning/Organizing.

Technical Services Coordinator  Level 2
Competency Frequency
Adaptability/Flexibility Always
Budget Process Proficiency Always
Change Management Always
Continuous Learning Always
Customer Service Always
Interpersonal Skills Always
Multi-tasking Always
Planning/Organizing Always
Professionalism/Organizational Support Always
Sep 092013
 

Dr W. Edwards Deming’s work on quality control provided guidance for management and team development.  We reviewed Dr W. Edwards Deming’s work on quality control in Japan in one of my project management courses.  Deming is best known for his focus on quality and improvement.  Many of us are familiar with Deming’s Cycle for Improvement: (PDCA) plan, do, check, act model.  Deming published his 14 Points for Management in his text Out of Crisis:

  1. Create constancy of purpose for improvement of product and service
  2. Adopt the new philosophy
  3. Cease dependence on inspections to achieve quality
  4. End the practice of awarding business based on price tag alone. Instead, minimize total cost by working with a single supplier
  5. Improve constantly and forever every process for planning, production and service
  6. Institute training on the job
  7. Adopt and institute leadership
  8. Drive out fear
  9. Break down barriers between staff areas
  10. Eliminate slogans, exhortations and targets for the workforce
  11. Eliminate numerical quotas for the workforce and numerical goals for management
  12. Remove barriers that rob people of workmanship. Eliminate the annual rating or merit system
  13. Institute a vigorous program of education and self-improvement for everyone
  14. Put everyone in the company to work to accomplish the transformation
This list triggered some more thoughts for me about building up each team member and then building out your teams.  As leaders we strive to help our teams be successful.  Deming’s advice points specifically to actions we can take.
Over the years, I wrote about various approaches to Deming’s points.    I provided a list below of relevant blog posts for your reference:

Switch to our mobile site