Definitions in the Maps
Foundation
Typically representative of a professional who is new to people leadership (i.e. team lead, manager) or their role as a technical consultant (i.e. solutions specialist, data analyst) to a broader team within the business. People or technical managers at this phase of their career are often required to develop their understanding of the business drivers within their department, make decisions based on best practice and are comfortable that their work may have impact on people or departments other than their own.
Emerging
Often representative of professional who is becoming more experienced or is comfortable and satisfied in their role as a technical lead (i.e. operations lead) or people leader (i.e. senior manager, director, regional VP). Typically, technical or people managers at this phase of their career have an increased scope of authority which leverages intradepartmental and cross functional relationships to achieve their department’s business objectives. They contribute to or drive process improvement and feel comfortable working with leading their business function with more autonomy.
Established
Professionals are typically business heads (i.e. senior directors, VP) or senior executives (SVP, COO, CEO) in their organizations. They have a scope of authority and breadth of experience which enables them to lead their business operation and/or the organization. Strategic leadership, change agency, influencing the broader regulatory framework, and driving the business forward are at the core of the work of people and technical professionals at this phase of their career.
To help put all of these principles into practice, the Career Maps were built using the following definitions of a career progression:
Operational Roles
Foundation
Typically representative of a professional who is in the initial stages of their insurance career, an individual contributor providing administrative / operational support to the business, or a professional in transition to a new operational / product area or specialization. It is often at this phase of career that a professional is equipped with the fundamentals to learn the craft of insurance.
Building
Often representative of a professional in their early career or who is most satisfied by work as an individual contributor which supports the operations in their unit that is increasingly complex but still within a defined scope and parameters . Typically, professionals at this phase of their insurance career are working towards or have completed their CIP designation and are looking for skill and knowledge building opportunities that deepen their understanding within a particular specialty or broaden their understanding.
Enhancing
Typically representative of a professional who is more seasoned and experienced in their role. This includes professionals who find career as an individual contributor (or potentially a team lead) with work that offers the opportunity to consult on / inform the work of others on their team, increased scope of authority / independence or to become a specialist. Professionals at this phase of their insurance career have usually completed their CIP designation and are perhaps interested in pursuing advanced certificates, licenses, or designations (e.g. Advanced CIP, Risk Management, FCIP, etc.).
Mastery
Often representative of a professional who has a deep understanding
and experience within their area of the business. This includes work
both as a senior individual contributor, subject matter consultant to
the broader team, or as a team lead. Professionals at this phase of
their career enjoy work which does not always have a defined scope,
requires decisions based on best practice, and may have impact on
departments other than their own. They may be looking to Technical or
People Management roles with increased responsibility areas and
authority. Likely, these professionals are working towards or have
completed their FCIP designation and are looking for other advanced
learning opportunities to help them in their work.