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Provide engineering managers with comprehensive frameworks for career development, engineering ladders, individual development plans, succession planning, and building mentoring programs.
Primary Bond
Agent: growth-development-agent
Relationship: This skill provides career ladder templates, IDP frameworks, and development tools that the agent uses.
Templates
Engineering Career Ladder
engineering_ladder:individual_contributor_track:L1_junior_engineer:scope:"Task"experience:"0-2 years"expectations:-"Completes well-defined tasks with guidance"-"Learning codebase and practices"-"Asks good questions"-"Responds well to feedback"technical_skills:-"Fundamentals of primary language/framework"-"Basic debugging and testing"-"Version control basics"behaviors:-"Eager to learn"-"Communicates blockers"-"Follows team practices"L2_engineer:scope:"Feature"experience:"2-4 years"expectations:-"Owns features end-to-end"-
"Writes production-quality code"
-
"Participates in code reviews"
-
"Mentors juniors informally"
technical_skills:
-
"Proficient in primary stack"
-
"Understands system architecture"
-
"Writes comprehensive tests"
behaviors:
-
"Self-directed"
-
"Proactive communication"
-
"Contributes to team discussions"
L3_senior_engineer:
scope:
"System"
experience:
"4-7 years"
expectations:
-
"Designs and delivers complex systems"
-
"Influences technical direction"
-
"Mentors multiple engineers"
-
"Improves team practices"
technical_skills:
-
"Expert in primary domain"
-
"Cross-functional knowledge"
-
"Performance and scaling"
behaviors:
-
"Technical leadership"
-
"Drives consensus"
-
"Identifies and mitigates risks"
L4_staff_engineer:
scope:
"Multi-team"
experience:
"7-10 years"
expectations:
-
"Leads cross-team technical initiatives"
-
"Sets technical strategy"
-
"Builds organizational capability"
-
"Influences beyond immediate team"
technical_skills:
-
"Architectural expertise"
-
"Technology evaluation"
-
"Technical debt strategy"
behaviors:
-
"Organizational influence"
-
"Strategic thinking"
-
"Develops other senior engineers"
L5_principal_engineer:
scope:
"Organization"
experience:
"10+ years"
expectations:
-
"Shapes company-wide technical direction"
-
"Solves ambiguous, high-impact problems"
-
"Represents company externally"
-
"Creates lasting organizational impact"
technical_skills:
-
"Industry-recognized expertise"
-
"Innovation leadership"
-
"Technical vision"
behaviors:
-
"Executive partnership"
-
"Industry influence"
-
"Develops staff engineers"
management_track:
M1_engineering_manager:
scope:
"Team (5-8 engineers)"
experience:
"5+ years engineering + management interest"
expectations:
-
"Hires, develops, retains engineers"
-
"Delivers team commitments"
-
"Creates healthy team culture"
-
"Runs effective processes"
people_skills:
-
"1-on-1s and feedback"
-
"Performance management"
-
"Hiring and interviewing"
technical_involvement:
-
"Technical context, not coding"
-
"Architectural input"
-
"Code review occasionally"
M2_senior_engineering_manager:
scope:
"Large team (8-12) or 2 teams"
experience:
"2+ years as EM"
expectations:
-
"Manages managers or large team"
-
"Drives significant initiatives"
-
"Develops other managers"
-
"Partners with product leadership"
people_skills:
-
"Coaching managers"
-
"Organizational design"
-
"Conflict resolution"
M3_director:
scope:
"Department (20-50 engineers)"
experience:
"4+ years management"
expectations:
-
"Sets department strategy"
-
"Manages multiple teams"
-
"Executive partnership"
-
"Org-wide influence"
leadership_skills:
-
"Strategic planning"
-
"Budget management"
-
"Cross-functional leadership"
Individual Development Plan (IDP)
individual_development_plan:metadata:employee:"{Name}"current_level:"{Level}"target_level:"{Level}"manager:"{Manager name}"created:"{Date}"review_date:"{Date}"career_vision:long_term:"Where do you want to be in 5 years?"medium_term:"What's your 2-year goal?"short_term:"What's your focus this year?"current_assessment:strengths:-skill:"{Technical or soft skill}"evidence:"{How this shows up in work}"leverage_plan:"{How to use this more}"growth_areas:-skill:"{Skill to develop}"current_state:"{Where you are now}"target_state:"{Where you need to be}"gap:"{What's missing}"development_goals:goal_1:description:"{Specific, measurable goal}"category:"{technical | leadership | communication | domain}"success_criteria:"{How we'll know it's achieved}"timeline:"{By when}"actions:-action:"{Specific step}"deadline:"{Date}"resources:"{Training, mentor, project}"status:"{not_started | in_progress | completed}"goal_2:description:""category:""success_criteria:""timeline:""actions: []
goal_3:description:""category:""success_criteria:""timeline:""actions: []
development_methods:learning_mix:experience:"70% - stretch assignments, projects"exposure:"20% - mentoring, shadowing, networking"education:"10% - courses, reading, conferences"specific_opportunities:stretch_assignments: []
mentors_sponsors: []
training_courses: []
conferences_events: []
support_needed:from_manager:-"{Specific support}"from_organization:-"{Resources, training, opportunities}"from_mentors:-"{Guidance areas}"check_in_schedule:frequency:"Monthly"next_review:"{Date}"progress_notes: []
Succession Planning Framework
succession_planning:critical_roles:-role:"{Role title}"current_holder:"{Name}"risk_level:"{low | medium | high | critical}"risk_factors:-"{Single point of knowledge}"-"{Flight risk}"-"{Upcoming retirement}"succession_candidates:ready_now:-name:"{Name}"strengths: []
gaps: []
development_plan:""ready_1_2_years:-name:"{Name}"strengths: []
gaps: []
development_plan:""ready_3_5_years:-name:"{Name}"strengths: []
gaps: []
development_plan:""knowledge_transfer:documented: []
in_progress: []
needed: []
talent_matrix:dimensions:performance:"Current job performance (1-5)"potential:"Future growth potential (1-5)"quadrants:stars:criteria:"High performance + High potential"actions:-"Accelerated development"-"Visible stretch assignments"-"Executive exposure"-"Retention focus"solid_performers:criteria:"High performance + Lower potential"actions:-"Recognize and reward"-"Deepen expertise"-"Consider lateral moves"-"Knowledge sharing role"high_potentials:criteria:"Developing performance + High potential"actions:-"Intensive coaching"-"Skill development"-"Patience with mistakes"-"Clear expectations"core_contributors:criteria:"Developing performance + Lower potential"actions:-"Clear expectations"-"Training if gaps"-"Right role fit?"-"Support or transition"review_cadence:full_review:"Annually"talent_discussions:"Quarterly"development_check_ins:"Monthly"
mentoring_program:program_structure:name:"{Program name}"duration:"{6 months recommended}"cadence:"Bi-weekly 30-60 min sessions"matching_criteria:mentor_requirements:-"2+ levels above mentee"-"Different reporting chain preferred"-"Relevant experience to goals"-"Commitment to development"mentee_requirements:-"Clear development goals"-"Commitment to process"-"Open to feedback"-"Willingness to be vulnerable"program_phases:kickoff:duration:"Session 1"activities:-"Get to know each other"-"Share backgrounds and goals"-"Set expectations"-"Agree on logistics"outputs:-"Mentoring agreement signed"-"Goals documented"-"Schedule set"development:duration:"Sessions 2-10"activities:-"Work on development goals"-"Share experiences and advice"-"Provide feedback"-"Connect to opportunities"typical_topics:-"Career navigation"-"Technical challenges"-"Leadership development"-"Organizational dynamics"wrap_up:duration:"Sessions 11-12"activities:-"Review progress on goals"-"Celebrate achievements"-"Plan for continued growth"-"Provide program feedback"success_metrics:mentee_outcomes:-"Goal achievement rate"-"Promotion rate"-"Engagement scores"-"Retention rate"program_health:-"Match completion rate"-"NPS from participants"-"Session attendance"-"Repeat participation"
Decision Trees
Promotion Readiness Assessment
Promotion consideration
|
+-- Consistently meeting current level expectations?
| +-- No -> Not ready, focus on current level
| +-- Yes -> Continue
|
+-- Demonstrating next-level behaviors?
| +-- Rarely -> Not ready, create IDP
| +-- Sometimes -> Almost ready, targeted development
| +-- Consistently -> Continue
|
+-- Scope and impact at next level?
| +-- No opportunities yet -> Create stretch assignments
| +-- Has delivered at scope -> Continue
|
+-- Peer and stakeholder feedback positive?
| +-- Concerns -> Address feedback, reassess
| +-- Strong support -> Ready to promote
IC vs Management Track Decision
Career direction question
|
+-- What energizes them?
| +-- Solving hard technical problems -> IC track
| +-- Helping others succeed -> Consider management
| +-- Both -> Explore tech lead role first
|
+-- What's their impact style?
| +-- Individual mastery -> IC track
| +-- Multiplier through others -> Management track
|
+-- How do they handle ambiguity?
| +-- Prefer well-defined problems -> IC track
| +-- Comfortable with people complexity -> Management track
|
+-- Are they willing to let go of coding?
| +-- No -> IC track (even at Staff+)
| +-- Yes -> Management viable
Anti-Patterns
anti_patterns:promotion_as_retention:symptom:"Promoting to prevent someone from leaving"remedy:-"Separate promotion from retention discussions"-"Promote when ready, not when threatening"-"Find other retention levers if not ready"peter_principle:symptom:"Promoting until incompetent"remedy:-"Assess readiness for next level, not current performance"-"Trial periods for new responsibilities"-"Safe path back if not working"neglecting_solid_performers:symptom:"All attention on high potentials"remedy:-"Recognize and value steady contributors"-"Create growth within level"-"Don't force everyone to climb"one_size_fits_all:symptom:"Same IDP template for everyone"remedy:-"Personalize to individual goals"-"Multiple paths to senior levels"-"Accommodate different learning styles"mentoring_without_structure:symptom:"Assigned mentors but no framework"remedy:-"Provide training for mentors"-"Set clear expectations"-"Regular check-ins on progress"
Quick Reference Cards
Development Conversation Starters
conversation_starters:aspirations:-"Where do you see yourself in 2-3 years?"-"What kind of work gives you energy?"-"What would your ideal role look like?"strengths:-"What are you most proud of this year?"-"What do others come to you for?"-"When do you feel most confident?"growth:-"What skills would make you more effective?"-"What's holding you back from the next level?"-"What feedback have you received that stuck with you?"support:-"What do you need from me to grow?"-"What opportunities would help your development?"-"Who else should you be learning from?"
Level Transition Indicators
From
To
Key Indicators
Junior
Mid
Independent on features, consistent quality
Mid
Senior
System-level thinking, mentoring others
Senior
Staff
Cross-team influence, strategic thinking
IC
Manager
People focus, letting go of individual work
70-20-10 Development Mix
70% - Experience (On-the-job)
- Stretch assignments
- New projects
- Cross-functional work
- Leading initiatives
20% - Exposure (Learning from others)
- Mentoring relationships
- Shadowing senior folks
- Networking
- Feedback conversations
10% - Education (Formal learning)
- Courses and certifications
- Books and articles
- Conferences
- Internal training
