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09/15/2016

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I love it. We had a large client that did not deal well with 'titles'. So a 'pick your title' system was developed and it worked very wsell. Only time I ever saw it but it made for good fun.

We do use a Senior designation still but we require it to be part of a bona-fide career path with specific additional responsibilities in order to be a senior role. There has to be something different in the duties as result of the valued knowledge and experience someone has gained thru years on the job or some new certification.

In a few specific cases there are criteria established that must be met in order to earn the "senior" title - which can happen in less than 2 yrs so it's not based on the old "years of experience must make you a senior" line it is based on knowledge and is a reward. Not a huge fan of it since the manager insists the job is the same but I try to think of it as just a extension of the role - and I pick my battles.

One of the few surveys on job titling practices from Pearl Meyer:

https://www.pearlmeyer.com/knowledge-share/research-report/report-on-job-titling-practices

One of the few surveys on job titling practices from Pearl Meyer:

https://www.pearlmeyer.com/knowledge-share/research-report/report-on-job-titling-practices

Chuck, I had thought these remnants of old fashioned bureaucracies had just about disappeared. Your comments on digging out of this mess are very much appreciated. Seems if one involves line managers in the acquisition of market data, the job evaluation process, and finally the grading of jobs, they will see that by virtue of job content alone there is likely little or no difference between an X or Senior X. They may well conclude on their own that the "senior" designation should be eliminated, perhaps by normal attrition.

I noted with interest Jay's comments. Trying to justify a difference by creating extra responsibility and/or looking at years of experience is probably an exercise in futility. If the organization culture absolutely requires these extra levels, perhaps establishing a company dictionary of active relevant competencies for these jobs might be the answer.

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