Career Path Framework

1. Career Path Framework

2. Agenda • Background and context setting • Introducing The Career Path Framework • Tools and resources

3. The Organization Background and context setting CSTG is the technology partner for most major Corporate Sector businesses globally: • Corporate Finance • Global Procurement Services • Corporate Human Resources • Real Estate Business Services • Operational Risk • Other Staff Units CSTG also manages several key enterprise programs • Global JP Morgan Chase Intranet • Implementation of PlanView for AD Management

4. The Need for a Career Path Framework Background and context setting • Initial CPF developed in IB Tech more than 2 years ago • Changing economic conditions, coupled with move to off-shoring of non-core technology roles made CPF even more critical as tool for the organization and for staff • Exploit CSTG ability to provide diverse career options to attract and retain outstanding talent • Support the resource strategy by identifying core / non-core roles • Allow staff members to • Understand where they fit in the organization • Explore future roles • Identify development plans • Develop realistic career goals • Work productively through uncertainty

5. Introducing the CPF CSTG Career Path Framework One Page View Career Zones CSTG Job Families Org. Leadership Shape Guide Integrate Architecture Infrastructure Management Create Application Service Delivery Business Management Application Engineering Expand Quality Management Business Delivery Develop CSTG Career Path Framework – Career Zones & Job Families • Career Zones • Career Zones help employees and managers define how roles compare across the organization and where development is required to realize career goals • Career Zones help managers and employees compare employees’ roles, considering job content through four attributes: • Complexity • Authority • Responsibility • Experience • Managers use these normalized descriptions to establish expectations on what it will take to advance to the next zone • Job Families • Job Families cluster and package similar roles together. If an employee’s career stays within one family, the roles will likely have similar types of • Competencies • Responsibilities • Interests and aspirations • Job Families are used as context to explore the similarities and differences across roles

6. Module One – Introducing the CPF Org. Leadership Architecture Infrastructure Management Application Service Delivery Business Management Application Engineering Quality Management Business Delivery How do Career Zones relate to one another? • Career Zones can be thought of as three general groupings: CSTG Career Path Framework One Page View Career Zones CSTG Job Families Shape Guide Integrate Create Expand Develop 6

7. Module One – Introducing the CPF Org. Leadership Architecture Infrastructure Management Application Service Delivery Business Management Application Engineering Quality Management Business Delivery Taking a deeper dive: Business Delivery Job family CSTG Career Path Framework One Page View • Business Delivery Job Family • The Business Delivery Job Family consists of five roles • Primarily ‘Planning’ roles • Roles with similar job functions are grouped into two Role Categories: • Business Specialist • Management • Roles fall into Career Zones based on • Complexity, Authority, Responsibilities, Experience • Example: The Senior Business Analyst role has greater span of authority and greater overall accountability than the Business Analyst role • Each of the five Role Profiles contains a description, with key objectives/results, requirements and competencies defined Career Zones CSTG Job Families Shape Guide Integrate Create Expand Develop

8. What makes a Role Profile? Role Profile Description - Brief summary statements provide role overview. For career planning/scanning job postings. Role: Description: Manager: Business Unit: Objectives/Results - Results the person is expected to deliver. For objective setting/ performance assessment. Objectives / Results Responsibilities - What someone in role must do to deliver results. For writing job descriptions/requisitions. Responsibilities Other Expectations - Experience and qualifications required to perform role effectively. For recruiting/requisitions Other Expectations CSTG Core Competencies - CSTG values, knowledge, skills expected of every employee. For objective setting/performance assessment. Skill & Competencies CSTG Values Leadership Competencies CSTG Core Functional Competencies Role-Specific Prof Competencies Role-Specific Technical Competencies Skills Competencies/Skills - Role-specific professional/technical skills/competencies. For developing curriculum, staffing, workforce planning. Positioning within Career Path Framework - Context of where role fits within the Career Path Framework Position in the Career Path Framework

9. Tools and Resources CSTG Career Management Intranet Site The CSTG Career Management Intranet Site provides managers with career management tools, process, and job aids to help you guide your staff member’s careers • Counsel Employees on managing their careers effectively and efficiently • Focus employee performance on key objectives to enhance team performance • Support teams through transition through communicating effectively during times of change What to Say When Providing Career Counseling Career Planner Role Profile Finder Career Management vs. Performance Management How Do I Apply CPF? SMART Objective Setting

10. Tools and Resources CSTG Career Management Intranet Site The CSTG Career Management Intranet Site is also a place to learn more about and access career management resources. Develop Career Plan Section Counsel Staff on Career Management Section This section provides information around career counseling. Honest feedback and perspective can help formulate informed and considered career management goals, decisions and plans. This section provides information and tools that are designed to help employees develop a long-term vision and roadmap for their career in CSTG. Career Management @ JPMorgan Chase Interactive Career Path Framework This section will take you to the JPMorgan Chase-wide career management website where you can find more information on managing your own career. The Interactive Career Path Framework is a dynamic resource that enables you to explore possible roles in CSTG. Using this resource ensures that you are accessing the most recent version of CSTG’s Role Profiles.