The individual role pages (junior/mid/senior) were often duplicating each other, and it was hard to compare them. So if you're looking at progressing from mid -> senior it's hard to see what you should be doing differently.
What's changed
We've now come up with a common list of competencies that is represented throughout the career path, and our template has a section for each level (junior - senior). So I think we just need a single list of what they are so you can drill down the areas you're interested in.
It's still a bit difficult to get an idea of "what am I missing to get promoted" but I think this structure will be a better foundation, as it lets people drill down into the competencies they're least confident about or most interested in developing.
My hypothesis is that people who are setting objectives will find it easier to view the complete list of competencies, then drill down to areas they want to improve in, then use the junior/mid/senior to understand how they would demonstrate improvement in that area.
We might be able to observe this through analytics - if users tend to navigate through the competencies sequentially we might want want to rethink this approach.
Related content
I've also used this page to talk about the learning opportunities available more generally, in particular to call out the 5 days of protected time we're entitled to as civil servants.
Matt has also put together some good content about how to set good objectives, which I think ties into the "Owning your development plan" competency. We might want to make that competency more prominent as it's kind of a meta-competency that helps you to develop all the other competencies.
Problem
The individual role pages (junior/mid/senior) were often duplicating each other, and it was hard to compare them. So if you're looking at progressing from mid -> senior it's hard to see what you should be doing differently.
What's changed
We've now come up with a common list of competencies that is represented throughout the career path, and our template has a section for each level (junior - senior). So I think we just need a single list of what they are so you can drill down the areas you're interested in.
It's still a bit difficult to get an idea of "what am I missing to get promoted" but I think this structure will be a better foundation, as it lets people drill down into the competencies they're least confident about or most interested in developing.
This is a continuation of https://github.com/alphagov/gds-tech-learning-pathway/pull/84 - I've redone it now that we've moved to the tech docs template.
Hypothesis
My hypothesis is that people who are setting objectives will find it easier to view the complete list of competencies, then drill down to areas they want to improve in, then use the junior/mid/senior to understand how they would demonstrate improvement in that area.
We might be able to observe this through analytics - if users tend to navigate through the competencies sequentially we might want want to rethink this approach.
Related content
I've also used this page to talk about the learning opportunities available more generally, in particular to call out the 5 days of protected time we're entitled to as civil servants.
This mainly comes from this document from 2016: https://docs.google.com/document/d/1dVdr6djiKizco7cMXmQj25NW7DSUODZ2LxftDFxl5lk/edit
Matt has also put together some good content about how to set good objectives, which I think ties into the "Owning your development plan" competency. We might want to make that competency more prominent as it's kind of a meta-competency that helps you to develop all the other competencies.