Pando was developed to create structured, transparent, and actionable career levels and competency-based rubrics that drive equity and engagement empowering all employees with clarity and ownership over their career path.
The first step to getting your career development plan in place is to get calibrated with your manager around where you are right now! Getting started in Pando involves just that.
Step 1: Get acquainted with the company Rubric
Once logged into Pando, click on the Levels icon on the top navigation bar.
The company rubric has been developed by your People and Management teams to provide structure, transparency, and equity around your career development. You will notice two different sections: Levels & Competencies.
The Levels section provides visibility into the two tracks at your organization--Manager and Individual Contributor--the number of levels, and the business impact for each level regardless of what department or team you are on.
The Competencies section provides visibility into the specific skills for all Departments and Tracks to explain the general areas of career development as well as the specific examples you can use to understand how to grow at your level.
Step 2: Assess yourself on the competencies at your level
Click on the My Profile icon on the top navigation bar.
The “Profile” has been designed to be your centralized career development hub. This page will capture your career progression overtime, feedback from manager and peers, career goals, actions and achievements.
To get started with Pando, you’ll first benchmark yourself about how you’re doing in each competency. This assessment is a progress indicator based on your current level. To start, click → “Start self-assessment” in the top right.
For each competency in the rubric, give yourself a rating from “working on it” to “outperforms”.
If you select “Outperform” it means that for this skill, in every context you are going above and beyond, you are ready to tackle the skill at the next level. If you’re “working on it” it means you’ve just started developing in this competency.
Please note: It’s a best practice to leave comments for yourself and your manager to discuss during your calibration conversation. You will complete this self assessment individually and your manager will do the same.
Step 3: Calibrate with your manager
Find your “Calibration” under “Feedback”
Once both you and your manager have completed the assessment, you will receive a notification allowing you access your “Calibration” – this is a view that shows how you and your manager ranked you against each skill.
You can access your Calibration from your Profile under → “Feedback”, or the “All Feedback” section. During your Calibration conversation go through each competency and discuss the ratings with your manager.
Schedule time with your manager to review these ratings with the goal of understanding what “Actions” you can take moving forward: projects, training, behaviors and milestones you can work on to progress within the competencies.
Step 4: Create your Career Progression Plan
Setting Goals & Actions
You can use the “Goals” section to create a Career Progression Plan. This should be a set of short term goals and long-term goals.
You can access this plan directly through the Calibration, or on your Profile Dashboard under “What to do next” → “All”.
“Actions” are specific steps you are taking to help you achieve your goals. These can be tied directly to competencies to track your progress and work towards improving and growing within those skills.
Using the Plan and Actions to track what you’re working on will help to ensure aligned focus in your growth areas and help your manager easily see the progress you’ve made.