CAREER AND PERFORMANCE
BAPL Career Plan
- The BAPL career pathway offers career growth from entry-level to BA Leads and beyond.
- Four competency levels define a BAPL consultant’s progression.
- Each level is measured by specific outcomes aligned with BAPL’s strategy for client success.
- Competency levels increase in impact and complexity as consultants progress.
- Defined competency criteria are based on the Skills Framework for the Information Age (SFIA 8).
- The Performance Appraisal and Competency Self-Assessment helps assess current competencies.
- This tool outlines development resources to build capability in key areas.
- The BAPL Career Plan allows consultants to set long- and short-term career goals.
- Self-assessment results guide the creation of a structured development pathway.
- Learning tools are recommended for each competency to aid growth.
- Consultants can showcase strengths and contribute to BAPL’s practice and the business analysis industry.
- The career plan includes setting Industry Certification goals and gaining relevant industry experience.
- BAPL supports career development and provides access to learning and experience opportunities.
Business Analysis Level Outcomes
- Consultants complete one formal Annual Review each financial year.
- The Performance Appraisal and Competency Self-Assessment are used in these meetings.
- Performance Appraisals take place in March or April each year to review service performance, career progression, and personal development.
- Input from the SLBA and Mentor is included in the review process.
- Service close-out meetings assess the value delivered by the service.
- A review and rating from the SLBA are required as part of the service assessment.
- The Annual Review is conducted by a Service Manager and a Strategic Lead BA, selected by the Service Manager.
Templates:
Career Mentoring and Coaching
- Consultants are assigned a Mentor for a 12-month period to support their career development.
- Mentoring aligns with the consultant’s Career Plan and helps keep them on track with professional growth.
- Mentors provide guidance and knowledge on key areas of focus.
- SLBAs allocate up to one day per month for all mentoring activities and may manage seven or more mentees.
- The Mentor Checklist provides guidance on the mentoring program.
- Coaching is different from mentoring and is conducted by the SLBA assigned to a service.
- Coaching focuses on developing practical skills needed for service-related tasks.
- It is more in-depth and aligned with training and development on Work Plan activities.
Templates:
How to Contribute
Contributing at BAPL and driving greater outcomes for our clients and consultants is simple. BAPL offers a number of avenues that you can hone your craft and share your capabilities. These are:
- Through the continuous improvement of IP (Frameworks, Templates, Techniques).
- Through knowledge sharing (professional development sessions, client lunch ‘n’ learns, running internal knowledge sharing sessions, webinars, blogs and articles)
- Mentoring less experienced consultants
- Completing peer and document reviews (check the forum)
- Volunteering to support the BAPL Social Club