There is no separate individual contributor route to promotion, but the aim is to have a single set of competencies that are flexible enough to allow for a variety of ways that an engineer can demonstrate seniority.
A key idea here is that the more senior you are as an engineer, the more you should be helping those around you to achieve. There are many ways to do this:
Choosing not to pursue line management will mean you need to demonstrate that you are having a positive impact on others’ work in other ways.
The Product & Technology Executive/Technology Leadership Group made a decision in 2018: Principal roles and beyond must have a position open and advertised. The promotions board therefore plays no role in deciding who becomes a Principal Engineer, so there are no competencies defined at this stage. The recruiting manager for each Principal Engineer role defines what the criteria for that role will be.
There is no specific cap on the number of Principals; it is governed by open roles and decisions about the organisation’s structure. To advance to Principal Engineer either a position needs to become vacant, or a new Principal Engineer role must be created, typically when forming a new team, significantly expanding an existing one, or some other significant change occurs in a technology group’s circumstances.
Post Beta, we do aim to include competencies for Principal Engineers within the FT engineering competencies, to act as a guide for recruiting managers and existing Senior 2 Engineers.
Yes. For example we expect our Senior 2 Engineers to still be exhibiting the competencies from the “Mid to Senior 1” level as well as the “Senior 1 to Senior 2” level. Though you are not tested for earlier levels when going for a promotion.
Assuming that competencies from earlier levels are met means that we do not need to duplicate competencies across different levels.
This is covered in the “how to use the competencies” guide.
No. Examples are illustrative, and it’s possible to meet a competency in a different way. This is covered in the “how to use the competencies” guide.
People that report in to the CTO should use this framework. There are some people in the CTO organisation who are exempt at present as their jobs were sufficiently different to the rest of the CTO team that we felt they should not be included.
Excluded teams are:
Engineers at the FT that do not report in the the CTO may also find this framework useful and are free to use it.
No, competencies are not weighted. Meeting one competency over another is not an indication that one engineer is closer to promotion than another engineer.