Career developmentAt Pilot we value each individual’s career growth above all else.

We believe that while it is helpful to have a common career ladder, each employee’s pathway should be tailored to them. As such—and in keeping with many organizations—Pilot Levels are intended to act only as a framework for career discussion, progression, and individual goal-setting. Career levels do not include detailed checklists of achievements to be completed. Instead, individual goals will be set together with your manager.

Annual employee-manager discussion

Step 1: Employees prepare self-analysis, including specific examples of where they are achieving, and where they have room for improvement and growth.

Step 2: Manager prepares analysis of the employee’s progress against level, and any prior career growth goals that may have been set.

Step 3: Employee and manager meet for discussion guided by the framework. Discuss achievements and areas for improvement, including examples of what it looks like to achieve within current level and the next.

Step 4: Set individual career growth goals using the SMART format (Specific, Measurable, Achievable, Relevant, Time-bound).

Step 5: Dedicate at least one check-in per quarter to discuss progress against career goals and make adjustments as needed. Check-ins should be manager scheduled, employee-driven.

Employee career levels

Level 0

Intern / Still in school

Targets:

Knowledge

Education-based experience
Demonstrates talent and potential (portfolio and discussion) - Has basic skills with required toolset, along w/interest and ability to learn - Has basic understanding of design process

Ownership

Completing assigned tasks
Seeks out opportunities to learn new skills on the job

Collaboration & influence

Communicates need for assistance/guidance when necessary - Works with and learns from others
Eager and willing to work hard

Level 1

Designer I / Developer I

Targets:

Knowledge

Competent with core design/dev toolset
Competent with and building craft and technical skills
Continuing to seek new areas to learn

Ownership

Beginning to own elements/aspects of projects
Able to identify stretch goals as well as personal limits

Collaboration & influence

Collaborates competently and effectively with others
Beginning to contribute to discussions and client communications

Level 2

Designer II / Developer II

Targets:

Knowledge

Proficient with core design/dev toolset and ability to execute across the design process
Proficient with craft and technical skills across a widening area of deliverables/mediums
Developing and executing a learning plan for identified areas of growth

Ownership

Owning larger aspects of big projects and the majority of some smaller projects - Competent at handling ambiguity and working through challenges with a solution-seeking mindset

Collaboration & influence

Competent at identifying opportunities for improvement, providing constructive ideas, and collaborating with others to find successful solutions
Proficient at and comfortable with contributing to discussions and client communications
Showing potential to make broader contributions to culture/team/leadership

Level 3

Mid-Level – Designer III / Developer III

Targets:

Knowledge

Advanced skills across design/dev toolset as well as with deliverables across the design process
Advanced with craft and technical skills across a wide range of mediums
Executing a learning plan for identified areas of growth and sharing with broader team where appropriate

Ownership

Owning major work streams across multiple projects and/or the entirety of smaller projects
Proficient with handling ambiguity and working through challenges with a solution-seeking mindset

Collaboration & influence

Proficient at helping drive process improvements, providing constructive ideas, and collaborating with others to find successful solutions
Advanced at driving portions of client presentations, discussions and client communications
Demonstrating ability to make broader contributions to culture/team/leadership

Level 4

Senior Designer / Developer

Targets:

Knowledge

Mastery of design/dev toolset as well as deliverables across the design process
Mastery of craft and technical skills
Helping suggest learning/skills growth plans for more junior team members

Ownership

Owning the entirety of major projects along with aspects of concurrent other projects
Advanced with handling ambiguity and working through a variety of project and team challenges with a solution-seeking mindset

Collaboration & influence

Advanced at helping drive process improvements, providing constructive ideas, and collaborating with others to find successful solutions
Advanced at driving entirety of client presentations, discussions and client communications
Making broad contributions to culture/team/leadership

Level 5

Manager / Lead

Targets:

Knowledge

Mentoring employees on design toolset as well as execution across the design process
Proficient at helping others develop their craft and technical skills
Developing learning/skills growth plans for team members

Ownership

Owning the success and delivery on multiple projects
Mastery of handling ambiguity and working through a variety of project and team challenges with a solution-seeking mindset

Collaboration & influence

Mastery at helping drive process improvements, providing constructive ideas, and collaborating with leadership to find successful solutions
Mastery at driving client presentations, and starting to own client relationships - Helping drive the culture and team with broad, positive influence

Level 6

Director

Targets:

Knowledge

Manage/mentor employees to work towards mastery on design/dev toolset and process
Create mechanisms and process to ensure team members build craft and technical skills
Ensure the broader logic and execution of learning/skills growth plans for team members

Ownership

Own the success and delivery of major or multiple concurrent projects
Create a culture adept at working through ambiguity and a variety of project and team challenges with a solution-seeking mindset

Collaboration & influence

Mastery at driving process improvements, and owning the success of solutions and outcomes
Own the successful delivery of client projects from start to finish
Responsible for contributions to culture and with broad, positive influence

Level 7

Principal

Targets:

Knowledge

Manage/mentor employees to mastery on skills, process, and leadership
Set the bar and ensure company-wide craft and technical skills
Mastery of craft and skills

Ownership

In collaboration with Partners, own the success of all projects

Collaboration & influence

Seek out, form, and own strategic client and partner relationships
Help build new business, culture, company strategy, and overall success

Definitions:

Basic

This is the entry-level, representing a primary level of functional skills to build upon

Competent

This level aligns with someone who has a sufficient and growing set of skills

Proficient

This level represents a level of achievement with a solid base of good skills

Advanced

This higher level signifies superior skills and knowledge, called upon by others

Mastery

The highest level possible, you are considered an expert, and training and mentorship of more junior team members becomes part of your role

Craft & technical skills

Craft describes the ability to manifest ideas and solutions through making (whether that be designs or code). The degree to which the output is hitting the mark for the needs of the project and user along with how well it is received by the client or manager defines the skill level.

Technical skills describe the precision and acuity of the deliverables. This will include things such as attention to detail, fit and finish, best practices, ability to facilitate successful handoffs between design and development.