Career path
/hcm/me/career is the employee-side career-progression surface.
AxisSynapse implements a workspace career framework — families
(IC vs Manager, plus discipline tracks like Engineering, Sales,
Design) × levels (junior, mid, senior, staff, principal, …) × the
expectations that define each level. The framework lets you see
your current level, readiness to the next, your gap
analysis, and a deep-dive with the AI career coach.
TL;DR — Open HCM → Me → Career. Your current level, target level, readiness % + gap analysis appear. Click any expectation to see what evidence counts toward it. The AI coach can help draft a development plan.
Before you start
- The workspace must have a published career framework. If your workspace doesn't yet, the surface shows a placeholder and points at HR.
- Readiness % is HR-evidenced + manager-validated — your own click counts toward "I've reflected" but not toward formal readiness measurement.
Your current level
| Field | What it does | Accepted values / default |
|---|---|---|
| Family | IC, Manager, Specialist, etc. | Set at hire / promotion; visible read-only here. |
| Discipline | Engineering, Design, Sales, Operations, etc. | Set at hire / promotion. |
| Level | L2, L3, L4, etc. | From the published framework; expectations rendered on click. |
| Tenure at level | How long you've been at the current level. | Some workspaces have a minimum tenure before next-level eligibility. |
Readiness to next level
The readiness card shows your % completion against the next-level expectations, broken down per expectation.
| Field | What it does | Accepted values / default |
|---|---|---|
| Expectation | A specific behaviour or output the next level requires. | From the published framework. |
| Status | Not started / In progress / Demonstrated / Sustained. | Manager + HR contribute evidence; you click 'I've reflected' to engage. |
| Evidence count | How many pieces of evidence are recorded for this expectation. | Goals, project artefacts, peer feedback, 1:1 notes can all serve as evidence. |
| Readiness % | Aggregate across all next-level expectations. | Calibration sessions reconcile across managers. |
Gap analysis
Beyond a single readiness %, the gap analysis surfaces the TOP-3 areas where evidence is thinnest. Each item links to:
- Suggested goals you could set
- Recommended learning courses
- Project-type opportunities the workspace has flagged
AI career coach
Click Talk to coach to invoke the AI surface. The coach can:
- Help you draft a development plan
- Suggest skill-building learning paths
- Frame talking points for your next 1:1
- Compare your current track to adjacent tracks (e.g. IC to Manager transition)
PII anonymized before prompt
The AI career coach receives an anonymized version of your career record. Names, emails, internal identifiers, and dates are stripped before the prompt. The AI never sees raw HR data or compensation.
Promotion proposal flow
You don't propose yourself for promotion directly. The flow:
Manager proposes during a calibration cycle
Your manager flags you for promotion during a pre-calibration review window. Audit log records
HCM_CAREER_PROMOTION_PROPOSED.HR runs calibration
Multiple manager proposals are normalized against the cycle's per-session promo cap (workspace policy decides the cap).
HR finalizes after 4-eyes
A different HR admin than the proposer finalizes. Promotion is recorded; audit log emits
HCM_CAREER_PROMOTION_APPROVED.You see the outcome
Your level updates; the new level's expectations replace the old. You're now developing against the next level beyond that.
Every field, explained
| Field | What it does | Accepted values / default |
|---|---|---|
| Current level | Where you are in the framework. | Read-only; from your HR record. |
| Target level | Where you're working toward. | Defaults to the next level in your track; you can pick a different track for cross-track exploration. |
| Readiness % | Aggregate completion against the target level's expectations. | HR + manager evidence drives it; calibration normalizes. |
| Gap analysis | Top-3 thinnest-evidence expectations. | Updates as evidence accumulates. |
| AI coach button | Invokes the AI development-planner surface. | PII-stripped prompt; coach output is read-only. |
Common gotchas
- "My readiness % isn't moving even though I'm working hard." Readiness is driven by manager + HR evidence, not self-report. Talk to your manager about logging evidence (project artefacts, peer feedback, completed goals).
- "I want to switch tracks (IC → Manager) but the surface doesn't show it." Cross-track moves need HR involvement; click Explore other tracks to see how your evidence would map.
- "My promotion proposal didn't go through calibration." The per-session promo cap may have been exceeded. Talk to your manager about the next cycle.
- "AI coach suggested something I disagree with." The coach is suggestive; nothing it says is mandatory or binding on your manager or HR.
Troubleshooting
| Error code | What it means | Fix |
|---|---|---|
CAREER_FRAMEWORK_NOT_PUBLISHED | Workspace has no published framework yet. | HR publishes the framework. |
CAREER_LEVEL_NOT_FOUND | Your level isn't in the framework. | HR reconciles. |
CAREER_COACH_UNAVAILABLE | AI gateway returned an error. | Retry; if persistent, contact admin. |
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