The Structure of the Career Map
Scopes of Responsibility - Progression is defined by scope of responsibility rather than job title. Titles vary widely across agencies; scope provides consistency.he six responsibility levels are:
Foundational
Task-based work under supervision; learning core operations.
Developmental
Growing responsibility; managing tasks or small teams.
Single-Focus / Multi-Function Management
Managing multiple functions within a discipline.
Area / Division Leadership
Leading multiple disciplines or locations.
Executive Level Operations
Overseeing large-scale operational strategy.
Organizational Executive
Setting vision, culture, governance, and legacy direction.
Each level reflects increasing autonomy, impact, and strategic responsibility.
Competency Areas
For the purposes of this Career Map, a Competency Area is a broad category that groups together related knowledge, skills, abilities, and behaviors required to perform a set of functions effectively. A competency area usually is focused on big-picture; what someone needs to be successful in a role or field; and often includes multiple skills, knowledge and behaviors. To be “competent” in an area requires not just the knowledge of that area, but the demonstration of one’s ability to apply and put into practice the specific set of skills toward achievement of a specified goal. The Career Map includes eighteen competency areas representing the breadth of the field:
- Communications, Public Relations, and Marketing
- Supervision and Oversight
- Program/Event Management
- Leadership
- Relationship Building
- Financial Management
- Technology
- Resource Management
- Natural and Cultural Resource Management
- Risk Management and Safety
- Policy Compliance
- Planning (Operational)
- Planning (Strategic, Master, Comprehensive, and Asset Management)
- Data Analysis and Research
- Project Coordination/Management
- Critical Thinking and Decision Making
- Interpersonal
- Organizational Design
Competencies are intentionally not ranked or categorized. Agencies should determine prioritization based on structure and mission.
Skills and Application
Each competency includes measurable skills. A skill is a learned ability — technical or interpersonal — that contributes to professional competence. Skills are the building blocks of competencies.
Some skills appear across multiple levels. The difference lies in:
- Scope of impact
- Audience
- Complexity of application
- Decision-making authority
Context defines mastery.
Audience / Focus / Tools / Goal Framework
To illustrate how skill application changes across responsibility levels, each competency includes:
Audience – Who the professional interacts with
Focus – What must occur in the interaction
Tools – Possible resources utilized
Goal – Intended outcome in relation to the audience
The Focus / Tools / Goals guide the user to understand the application of the skills, its purpose and how it is applied in the workplace relative to the specific competency area. They may not build on each other under each responsibility level, as they are independent of each by virtue of the intent (focus) of the application of that skill at the indicated level within the competency area. Attention should be given to assessing the individual skills under each responsibility level - because while one may be at a level by virtue of the responsibilities they have been assigned (especially for those entering the field at points other than the beginning of their career) they may not have mastered skills in the preceding responsibility level.
This structure allows agencies and individuals to tailor application to their environment.
Development Guide
Each competency and responsibility level includes a Development Guide, identifying opportunities to gain:
- Education
- Knowledge
- Experience
These are only a starting place, and we encourage users to add elements that are specific to the needs of your organization.