Considering the fact that promotions are often based on "perform the next role and u will move" maxim, competency mapping for designations from an "adopt an existing model" approach is all set to run into rough weather.
Career planning in terms of a designation framework might lead to three dimensional complexities in terms of domain, designation and roles being performed.
Much like in algebraic equations, what is required is to reduce the number of dimensions. So which one of them would you reduce? Designations! Make designations agnostic to roles and you will find people wanting to MAKE roles rather than TAKE roles. You will also have lesser number of people wanting designation-promotions as well as a reduction in social promotions. People would start running after meatier roles - 'coz what will matter will be the "kind of work" I do, rather than, "what I am called".
How will you handle those with a higher designation centered work value? Ensure that the role-agnostic designations are flashy! Simple na? (Remember Uncle Appu Kuttan on Radio city? :-) )
Cheers!
Siddhu
