Background

This framework is developed in an open source style, derived from a combination of frameworks from well renowned technology organizations and their published career and organizational guides, such as:

What’s a Career Framework?

The Roivant IT Career Framework is your source for how to deliver results in your role, and how to grow in your career. For managers, it can help you define goals, lay out career paths, and set expectations with your teams while holding yourself and your team accountable for your work.

What the Career Framework is not

This framework is not a promotion checklist for your role; rather, it’s designed to help you figure out what your role could look like at the next level.

This framework is not an exhaustive list of examples and behaviors (for deeper information on that, look to our values); each responsibility includes three to four key behaviors that serve as guide for how to think about your work. Consequently, you’ll need to meet with your manager to define your career goals and align on the expectations for your role.

What’s in a Career Framework?

This framework is broken down into two components:

  • Level Expectations define the scope, collaborative reach, and competecies for delivering results at every level; these expectations are the what that determines the difference between an IC3 and IC4, for example
  • Core and Craft Responsibilities define the key behaviors specific to your role and team; these behaviors help you identify how you work to deliver results based on your level expectations

How to navigate this framework

Roivant measures the success of its IT and Operations staff largely on delivery of results, and scope of responsibility. Anchor your work first and foremost on creating long-term value. Since “results” can be a bit vague, read What are Results?

Next, ground yourself in the expectations for your level and team. For each level, you’ll find a one-line summary description and the role’s scope, collaborative reach, and comptencies.

Review the expected behaviors for that level across the Results, Direction, Talent and Values pillars from the Core Responsibilities. Read your Craft expectations, which are the per discipline technical capabilities you need to master at that level. Finally, meet with your manager to set your goals for the quarter.