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A “calibration meeting” brings together managers (who are peers) to finalize ratings of all salaried employees within their groups.
"Candidate pools" are generated from the process of engaging and grouping candidates by interest level, background, skills, and experiences.
A “capability model” is generally considered to be a broader view of the total capabilities needed for success in a role, including:
Sometimes called “CAPEX,” the cost of developing non-consumable parts of the business is an expenditure that creates future value or benefit.
“Career development” is an employee’s progression through a logical sequence of jobs or roles requiring the development of increased or new skills sets, which involve continually more advanced or diverse assignments, and which result in greater influence and responsibility.
Ideally, employees should advance through a career path that is aligned to organizational needs and that will enable the employee to achieve his / her desired career goals.
While the managerial path often leads to greater compensation (not always), well-run organizations have similar levels on each path, and encourage people to take on technical and professional specialties over time.