Hi, I have been working collaboratively with folks in my organization to identify competencies/training needs/skills that individuals need for 3 related job families. Basically, there's the front line associate, front line leader, and middle manager level. Our focus has primarily been on technical training. Our next step will be incorporating leadership development.

What I have right now are 3 very extensive matrices outlining learning needs at hire, 6 months, 1 year, 2 years, 3-5 years (by position). We have aligned the three so that we are using the same language to describe the competencies and/or skills needed.

Here's my question. I am struggling with how to overlay these three so that I can demonstrate where we start preparing our front line associates for front line leader, and front line leaders for middle managers. I'm basically looking for some guidance or a template that would help accomplish this. The sheer volume of information makes it very difficult to look at when combining into one matrix.

Any help would be GREATLY appreciated!!

Green-

Great question!

In my experience many of the skills the managers need to know are the same as the front line employee, but at a higher level of competence.
Let's communications as an example.
Entry Level - Maintains open lines of communication with team members and other departments.
Lead - Initiates communication and outlines next steps.
Manager - Communicates actively with team members and other departments. Ensures proper follow through.

Outlining it this way let's employees see the behaviors or skills they need to get to the next level. It also tells them what they need to do to show that they are ready for the next step.

So the overlay is "communication". The levels are level of competence.

For Excel (just an example)
Entry - Labels, spreadsheets
Lead - Pivot Tables
Manager - Macros

Hope this helps.

Is this learning that will be compulsory - regardless of skill/strength/capability of the individual? Or will each person have some type of assessment (e.g. competency assessment).

Many years ago I used a system that we called learning units. It was based on a series of questions and proven competency in the field. This then enabled us to align each person with their individual needs. If you'd like to email me I'll send through a copy to you as it might help.
shelley (a) align-lead-inspire . com (I've spread it out so spammers can't pick it up.

Hello,

I work for a food service company and I am working on developing a learning roadmap for frontline shift leaders. I would like to know if can share your learning matrix grid.

Thank you very much!
AN