BMC’s Career Framework is a simple guide for career-development and promotion conversations. Use it to align expectations, identify growth opportunities, and better understand the steps you need to take to advance your career.
Guiding principles
BMC strives to maintain clear expectations and consistent practices across roles, with thoughtful flexibility for regional, functional, or business needs.
What “ready” looks like
How promotion decisions are made
Readiness is important, but it does not guarantee promotion. Decisions consider:
Growth pathways
Guiding principles
BMC strives to maintain clear expectations and consistent practices across roles, with thoughtful flexibility for regional, functional, or business needs.
- Progression discussions should be grounded in readiness—strong performance and sustained impact may indicate readiness for broader scope; while in some cases continued development is the best next step.
- Career moves are guided by business priorities, and alignment to our VSEM
- Every decision should reflect our global commitment to fair, inclusive, and equitable talent practices.
What “ready” looks like
- Consistently delivers strong results in the current role.
- Demonstrates current-level skills and applies them independently.
- Shows capability to operate at the next level (i.e., scope, complexity, executive presence, or influence).
- Collaborates effectively across teams and levels and understands relevant business context.
How promotion decisions are made
Readiness is important, but it does not guarantee promotion. Decisions consider:
- Performance and sustained impact
- Business priorities, open roles, and budget
- Leadership judgment and team/organizational needs
- Alignment to BMC corporate values of doing the right thing.
Growth pathways
- Move into broader scope or people/technical leadership.
- Make a lateral move to build new skills, business knowledge, or a different functional path.
- Deepen expertise in your specialty to increase impact.
Discretion & exceptions
No framework covers every situation. Leaders may apply judgment based on performance and impact, shifting priorities, regional context, or strategic needs while staying consistent with fair and inclusive talent practices.
Review & updates
Talk with your manager about your goals, experiences you want to gain, and options that align your strengths and interests with where BMC is headed.
Responsibilities
No framework covers every situation. Leaders may apply judgment based on performance and impact, shifting priorities, regional context, or strategic needs while staying consistent with fair and inclusive talent practices.
Review & updates
Talk with your manager about your goals, experiences you want to gain, and options that align your strengths and interests with where BMC is headed.
Responsibilities
Employee
- Clarify what you want to learn and where you want to grow.
- Be honest and open with your manager. Seek feedback and act on it.
- Use learning opportunities (training, stretch work, on-the-job experiences).
- Reflect regularly on what’s working and what to strengthen.
Manager
- Make career growth an ongoing conversation (not a once-a-year event). Utilize time with your employees during Prioritize People Week.
- Give timely, actionable feedback to Individual Development Plans and help set meaningful stretch goals.
- Connect employees to projects, mentors, and learning that build next-level skills.
- Use consistent, fair criteria in promotion recommendations and decisions.
How to use:
To see the level requirements for your role and the next one in your job ladder, enter your title in the box below.
Note: This site is still being updated and is a work in progress – if your role is not displayed yet, please revisit this page in the future.
To see the level requirements for your role and the next one in your job ladder, enter your title in the box below.
Note: This site is still being updated and is a work in progress – if your role is not displayed yet, please revisit this page in the future.
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