Professional Documents
Culture Documents
The level definitions in the Engineering Career Development Roadmap are guidelines. However, the
roadmap sets expectations for job levels across the company with the intent of driving consistency
between sites and regions. There will be situations where formal educational requirements or
experience at a certain job level may not be met by an employee. It will be up to the discretion of the
manager to evaluate each employee to determine if the current job level makes sense. The engineering
manager is encouraged to partner with the local HR representative to make an evaluation on these
cases to determine if the employee is at the right level based upon experience and the current job
activities.
Question:
If an engineer chooses either the technical or leadership path as defined in the roadmap, is there an
opportunity for them to switch back to the other branch of the career tree at a later point in their
career?
Answer:
Moving into either branch of the career tree does not limit the opportunities for someone. However, it
may not be possible for someone to move laterally from one branch of the tree to the other. For
example, someone in a Principal Engineer role would likely need to gain experience leading a team in a
Supervisor role rather than moving directly into the Manager role that is parallel to the Principal
Engineer role.
Question:
Quality Engineering and Manufacturing Engineering are not part of the overall engineering organization
so why are they included in this Engineering Career Development Roadmap program?
Answer:
It is accurate that these two engineering functions are not part of the overall Engineering and
Technology organization in FSG at many sites, the Project Engineers and Application Engineers are also
not part of Engineering and Technology. However, the goal of the Engineering Career Development
Roadmap is to provide a more structured understanding of the roles and opportunities for all FSG
technical personnel with a similar engineering background. Depending on their training, work
experience, and career goals, it is possible for engineering resources to move between any of the
engineering job families that are included in the roadmap.
Question:
Will the information in the Engineering Career Development Roadmap be integrated into the PMP
process and the PMP template for engineers?
Answer:
The functional competencies are not currently part of the electronic PMP. Functional competencies and
career development roadmaps are in development for other functional areas, and we anticipate having
all functional roadmaps completed in 2012. Once all roadmaps are completed, we plan to integrate that
information with the electronic PMP to align development planning discussions with the performance
cycle. In the interim, please utilize the tools available to support ongoing career and development
planning discussions. Development planning content can be documented in the existing PMP tools to
ensure it is visible and accessible.
Question:
Why do the higher level positions such as Principal Engineer appear as individual contributor career
steps in some of the engineering families but not in others?
Answer:
Detailed position information including standard accountabilities, key performance indicators,
proficiency charts, etc. was developed for those positions that were considered to be common in our
global organization. This approach enabled the program document to be created based on practical
experience. In general, it is felt that the higher levels of expertise associated with the upper level
positions, such as Principal Engineer, are not typically needed for an individual contributor in some
engineering families. This does not in any way prohibit such a position from being created if it is
determined that a business need for that position exists.