The Corporate Shipbuilding Career Framework was first introduced in the UK in 2018, with the intention of extending it to all roles and locations in Corporate Shipbuilding however this work was paused during the pandemic to allow us to focus on other priorities. However, after months of hard work and input from many we’re now in a position to roll this out across all of Corporate Shipbuilding.
Having a complete Career Framework across the whole of Corporate Shipbuilding is a real milestone and will provide solid foundations for us to build better development opportunities for our people.
The Corporate Shipbuilding Career Framework clearly outlines where every role within Corporate Shipbuilding sits in our organisation, and through job levelling, ensures there is a robust and consistent approach to identifying the placement of each role within that framework.
Please click here to see the full Corporate Shipbuilding Job Title Grid.
This page has been created to help answer any questions that you may have regarding this topic, please click on the question below to show the answer:
Levelling is the process of clarifying the accountabilities of each job role and assessing them against a robust global grading system. Jobs are evaluated by Reward specialists, depending on input from the Exec and support from HR. Once roles are levelled, the levels are calibrated against other similar roles to ensure consistency.
Roles are assessed using a leading external job evaluation methodology. The methodology is based on different factors required to fulfil the role including:
- Functional knowledge
- Business expertise
- Leadership
- Problem solving
- Depth & breadth of impact
- Interpersonal skills
It is important to note that it is the role that is levelled, and not the individual.
Levelling of roles offers a number of benefits including:
- Greater visibility of individual’s levels, including where their role sits in our organisation.
- Consistent job titles across our business, promoting greater internal transparency.
- Provides the foundation for the design of career paths and reward benefit packages.
- Better understanding of career development by including job levels on internal adverts.
Supports identifying, managing, and growing talent internally.
The levelling of the roles was led by HR, with significant input from the Exec Team and supported by Reward Specialists from within Carnival.
Once the work to identify the levels and job titles was complete, we carried out an exercise whereby every individual was mapped based on their skills and capabilities. Managers across our business provided their input into the job levelling process to ensure consistency across locations.
If your team member doesn’t agree with their job level and/or job title then please escalate with your manager in the first instance.
Your Italian job level is determined by the CBA [Employees in the offices and terminals of the shipping companies operating private shipping companies (Addetti agli uffici ed ai terminals delle società delle società di navigazione che esercitano l’armamento privato)] and based on the Employee Classification System defined within it. Your CCS job level is an internal grading system, based on a leading external job evaluation methodology to inform where your role sits within the Corporate Shipbuilding Career Framework.
If you have a question that isn’t covered, please speak to your manager in the first instance.
