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Career Powerpoint Templates and Google Slides Themes

Discover a wide range of professionally designed presentation templates to help you showcase your skills and achievements in your career journey.

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Explore Free Career Presentation Templates

Modern HR Recruiting Workflow Infographic

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About Me About Us Advertising Agency

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Basic Black Brainstorm

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Bank Basic Bright

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Geometric Business Career Advice Webinar Slides

Agency Basic Blue

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Professional Career Development

It seems that you like this template, professional career development presentation, free google slides theme, powerpoint template, and canva presentation template.

When presenting a business or career plan, we must convey the qualities that define us as professionals. If elegance is one of yours, take a look at this brown and white duotone template with triangular elements. You'll love its simplicity. We've included six sections to help you structure your data: business overview, market analysis, marketing, management, operational and financial plan. It has graphs, maps, organization chart and tables.

Features of this template

100% editable and easy to modify
35 different slides to impress your audience
Contains easy-to-edit graphics such as graphs, maps, tables, timelines and mockups
Includes 500+ icons and Flaticon’s extension for customizing your slides
Designed to be used in Google Slides, Canva, and Microsoft PowerPoint
16:9 widescreen format suitable for all types of screens
Includes information about fonts, colors, and credits of the free resources used

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Home Powerpoint Timeline Career Progression Timeline Template

Career Progression Timeline Template

Visualize and communicate career growth and progression with our career PowerPoint timeline presentation template. This template is perfect for HR professionals, career coaches, educators, and individuals seeking to present career development paths in a clear and engaging manner. The step-by-step design helps illustrate the journey through various career stages, making it easy to understand and follow.

The template features a clean and modern layout with a staircase visual, symbolizing upward career movement. Each step represents a different career stage, from entry-level positions to senior management roles. The template includes placeholders for job titles, tenure, and important milestones, allowing for easy customization to reflect specific career paths.

Starting with the position of Manual Tester (0-2 years), the template progresses through roles such as Automation Tester (2-5 years), Test Lead (4-6 years), Test Manager (6-10 years), and culminates at Head of Unit (10-15 years). The design includes an illustrative character climbing the career ladder, adding a dynamic and motivational element to the presentation.

Ideal for use in both PowerPoint and Google Slides, this template ensures seamless integration into your preferred presentation software. Whether you are conducting a career development workshop, presenting at a professional development seminar, or mapping out your own career trajectory, this template provides the visual tools to effectively convey career progression

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Other user cases of the template:, can i customize the powerpoint templates to match my branding.

Yes, all our PowerPoint templates are fully customizable, allowing you to edit colors, fonts, and content to align with your branding and messaging needs.

Will your templates work with my version of PowerPoint?

Yes, our templates are compatible with various versions of Microsoft PowerPoint, ensuring smooth usage regardless of your software version.

What software are these templates compatible with?

Our templates work smoothly with Microsoft PowerPoint and Google Slides. Moreover, they’re compatible with Apple Keynote, LibreOffice Impress, Zoho Show, and more, ensuring flexibility across various presentation software platforms.

Career Presentation Template

Template Details

Our Career PowerPoint Template aims to assist you in crafting presentations about career progression and professional trajectory. They incorporate various visual designs and informative graphics, making them applicable for presentations concerning human resources, career advancement, and career roadmaps. These templates are also designed with versatility in mind, making them compatible with various presentation software like PowerPoint, and Google Slides. Download our free career presentation template to create a professional presentation for your career-related project.

Product Features:

35+ clean, creative, & modern slides.
16 x 9 Widescreen (No more broken slides)
1920 x 1080 px (Full HD & retina-ready)
Based on Master Slides
PPTX and PPT Files (For both the latest and old versions of PowerPoint)
Editable Google Slides Theme
1500+ Icons (750+ vector icons & 750+ font icons)
Image Placeholders (Drag-and-drop your photo)
Elements are fully editable in PowerPoint and Google Slides
Device mockups Included
Data Charts Editable via Excel
Interactive and Easily Editable Maps
Easy Editable Colors
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Product Specs

Release: Feb 03, 2024
Last Update: Sep 23, 2024
Aspect Ratio: Widescreen (16:9)
Compatibility: Google Slides, PPT, PPTX

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Career Ppt Templates Free Download

Free - Career PPT Templates Free Download and Google Slides

Career-themed slide featuring bold text with various icons representing growth, success, and education on a dark background.

Free Career Presentation Slide

Features of the template.

100% customizable slides and easy to download.
Slides are available in different nodes & colors.
The slides contain 16:9 and 4:3 formats.
Easy to change the colors quickly.
It is a well-crafted template with an instant download facility.
It is a 100% pre-designed slide.
This slide is compatible with Google Slide Themes.
It has an excellent design to present your idea.
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Career Path

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A career path is moving up the corporate ladder in hierarchical systems of organizations. Increasing the position and level of responsibility. There are vertical, horizontal and diagonal career paths.

A vertical career path occurs in one company by moving to higher positions. The advantages of a vertical career path are work experience in one place, authority in the workforce, high employee loyalty and efficiency. The disadvantages of the vertical path include slow progress in the career ladder, managers are well aware of the shortcomings of such an employee and are often not interested in his career, a glass ceiling that does not give an opportunity to reach the level of top management.

Diagonal career path – a specialist constantly rises to the top, moving from one company to another, with each transition finding himself in a higher position. A horizontal career path is usually expressed in a salary increase without a promotion when moving to work in another organization. Keep in mind that some career paths are direct and include specific jobs that move you up the career ladder and are typically followed in order.

It is believed that, together with professionalism and knowledge of the matter for successful career growth, the candidate must observe the following rules of careerism – be able to admit his own mistakes, not be afraid to take on difficult matters and bring them to the end, be able to accept criticism from management and be easy to communicate. A well-designed career path will allow you to quickly achieve career advancement.

The Career Path template consists of four professional slides that contain modern infographics and all the tools you need to prepare a professional presentation. Business instructors can use this template to prepare post-course employment opportunities.

HR managers can also use this template. For example, you can list the required competencies for each position in the company. HR managers can also use this template when preparing information about the need to work in certain positions in order to become a department head. You can also use this template when preparing information about the history of outstanding employees in the company. For example, show what positions the employee held in the company before becoming the head of the department.

Also, this template can be used by employees when preparing a list of necessary professional competencies for the position they are interested in. After that, you can analyse your opportunities for the timing of such skills training. Recruiting agencies can also use the slides of this template when working with potential job applicants. You can also offer personalized career development plans for job seekers. You can change the size, colour and position of each block and infographic on the slide yourself. The slides in this template will seamlessly complement your old career presentations.

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Chart your path to success with a career progression chart

Whether you’re tracking a team member's journey or your own, FigJam’s templates make personal and professional development painless.

Career progression chart

From trainees,existing employees, or even executives, empower everyone on your team to advance with a career progression plan template.

Climb the career ladder

Create a transparent, transformational guide to professional growth, then follow it all the way to the top.

Facilitate feedback: Give and receive critical comments and compliments in a single document.

Communicate clearly: Open a two-way channel of employee-employer communication to encourage growth.

Focus on the future: Set—and reach—realistic professional goals by developing a career path framework.

a box with two dollar signs with an arrow pointing to a box with three dollar signs

Make promotions possible

Encourage everyone to grow in their role—including yourself—with a customizable career path chart from FigJam. Collect ideas in a never-ending online space, gather feedback through cursor chats and audio messages, and add aesthetic touches with ready-made shapes, markers, and branded content.

Progress makes perfect

Fill out a career progression framework to find your way forward. And with more helpful templates from our Community, you can keep improving in style.

Peer review

Collect concrete feedback from colleagues to guide your progress.

Goal tracker

Reach those lofty career goals with a convenient tracker.

Other templates from the community

Find myriad tools and templates to help you shine in your new position.

What is a career progression framework?

A career progression framework is a map of potential development pathways within a company. It shows all of the possibilities for growth within a department or business.

Ideally, career progression examples should also include notes on how to progress to the next level—skills to learn, milestones to reach, and so on.

What are the 6 stages of career development?

While everyone’s path will be different—and there’s no “right way” to progress—the following six stages make up your “typical” career development:

Follower – At the earliest stage, your goal is to listen and learn as much as possible.

Collaborator – As you gain experience, you begin to contribute your skills to various projects.

Instructor – You have a profound understanding of your responsibilities and can easily train others in the role.

Manager – You start to manage teams of people and act as a leader.

Influencer – Your management takes on a more indirect form as you inspire others.

Leader – Finally, you shift from a people leader to a thought leader (for example, as a consultant).

A career progression template can help you assess where on this scale you land—and where you want to be.

How do you ask about career progression in an interview?

Professional development is an essential part of any workplace, so it pays to ask about career progression opportunities as soon as possible (i.e., in the interview).

The best way to broach the subject is to ask the hiring manager point-blank: “What is career development like within the company?” Any organization worth its salt should be able to tell you what moving up will look like—and they may even have a career progression chart to show you.

Another way to show your prospective new boss that you’re serious about growth is to include a chart in your application. Wondering how to show career progression on a resume? With a career progression chart template from FigJam, you can come to the meeting room with a thorough, professionally-made plan.

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Explore 1,000+ templates on the Figma community

Explore even more templates, widgets, and plugins—all built by the Figma community.

6 Steps to Build the Perfect Career Progression Plan (+ Free Template!)

“Where do you see yourself in five years?”

We’ve all heard this question before in interviews. It’s one that most people (myself included) aren’t particularly fond of.

The reason – if we’re being wholly and truly honest with ourselves – is because of the answer: I don’t know. You know it. I know it. The person asking you the question knows it.

Still, we like to pretend we do. To do this, we need to plan. To make a plan, we need to know where we want to go, or at least a general direction we intend to go in. Coincidentally, that’s exactly what this Process Street post is about. Who’d have thought, right?

Let’s talk about career progression plans: who needs them, who makes them, and where to even start. I even built a solid template you can use to get started – and you know I make the best templates around.

Career progression facts & fictions

The 6 steps of career planning, the (free) career progression plan template, where do you see yourself in 5 years.

Okay, then. Let’s get to work.

Let’s get this out of the way right at the beginning: employee development and career progression are completely different things.

They are related and they can be interconnected, but they’re not the same. Here’s the breakdown:

Employee Development

Essential for every employee.
Focuses on the skills needed for the employee’s current position.
Largely directed by the employees manager or trainer.
Generally the same for every employee in the same role.

Career Progression

Not always necessary for an individual employee.
Focuses on experiences and abilities the employee will need in the future.
Largely directed by the employee.
Every plan is unique to that employee.

While some of those points may vary from employee to employee or company to company, the one constant that will always be true is that not every employee will need a progression plan.

This can be for a number of reasons, but the most common one is that an employee wants to stay in their current position. The specific why may differ from situation to situation, but an employee who doesn’t want to progress obviously doesn’t need a progression plan.

That employee will, however, continue to need a development plan. Training and development, unlike many things, are constant and eternal. Or should be, if you’re doing it right.

While I am very clever and knowledgeable about a number of things, I’m not exactly an expert on career progression (yet). So I asked one, and he very kindly answered my questions.

Scott Dust is not only an Associate Professor of Management at the University of Miami, he’s also the Chief Research Officer at Cloverleaf.io and contributes regularly to FastCompany . I swear some people just go out of their way to make the rest of us look lazy.

When it comes to organizational behavior, leadership, and teams, though, Scott is the guy to go to.

With that in mind, let’s now turn to the where to start portion of the post. I’ve broken it down into 6 simple steps with advice from Scott Dust to help clarify.

Ideally, you want to create a career progression plan sooner rather than later. Including it as part of your onboarding process – or at least creating it in step with your employee’s development plan – would really be the best bet.

Life doesn’t work that way, though. There are plenty of things that can derail a progression plan, so if it doesn’t get sorted out on their first day, that’s fine. Don’t panic.

Like I said: Not every employee needs a progression plan, and not every employee knows where they want to go – or if they want to go anywhere – right off the bat, either.

A career progression plan is also not set in stone. It can change and evolve alongside your employee. Maybe during their first year, Thomas was thrilled to be a content writer. Then he got involved with creating more customer-based content and realized he really liked working directly with your customers.

Thomas decides that instead of pursuing Route A that he’d previously been on, he now wants to concentrate on Route B.

Not only is that okay – it’s normal. People’s priorities and interests change as they move through different stages of life – personally and professionally. The important thing to remember is that a career progression plan is just that – a plan. Plans can change.

Step 1: Organize

“Over the years, there has been an ebb and flow of recommendations on who is responsible for employees’ career progression and skill development. This argument is unnecessary. It’s the responsibility of both parties.”

This is mostly a reconnaissance mission. Your employee needs to at least have an idea of the direction they want to go in. It’s not necessary at this stage for them to have the whole journey mapped out or even know whether the journey is possible. For this step, all they need to know is that the journey is desired.

You also need to be aware of this. How exactly it happens will vary from person to person, but if you notice one of your employees disengaging or showing signs of dissatisfaction, one of the reasons can be a lack of progression.

Thing is, the employee may not realize that. Your employee may feel frustrated or unstimulated but not know exactly what it is they need to do about it. Your employee may not feel like they have the ability to progress or be aware of the available options.

So, while it is on the employee to approach you about their career progression, it’s also on you to recognize when an employee is ready to progress and when they need a bigger challenge.

Step 2: Evaluate

“Employees need to be proactive, talking to the right people, and doing their homework. Only the employees can create a customized experience that is best suited to their path. But organizations are responsible too.”

Once you identify that progression is needed, you need to figure out what’s possible.

What steps need to be taken for the employee to reach their goal? Will internal training be enough or will they need to attain another qualification or certification? How long (approximately) will it take for the employee to reach their goal, and how many goal posts will they have to pass before they can reach it?

Let’s take the progression of a doctor because it’s (relatively) straightforward:

Get a bachelor’s degree, probably in biology, chemistry, or something similar. (4 years)
Pass the MCAT & get accepted to medical school.
Complete rotations in the various specialties to learn a variety of skills.
Choose your specialty and apply for a residency
Pass medical licensing I and II
Complete residency (3-11 years)
Complete the final stage of the licensing exam.

From this stage, the doctor decides whether or not she wants to do a fellowship after her residency. Depending on her goal, it could take up to 15 years for her to progress to that point.

There will likely be fewer steps and a shorter period for your employee to get from Point A to Point B, but this stage is about evaluating the what, how, and when of your employee’s career progression.

Step 3: Define

“Organizations need to have a clear workflow in place that outlines several pathways for career progression. […] This signals to employees that the organization […] cares about [their] development, [and] gives employees a template that they can […] iterate when appropriate.”

What do your company’s career progression paths look like? What’s the trade-off between experience and time with the company versus an external degree or certification? Do you have a specific policy about internal promotions or lateral moves within the company?

For example, at Process Street, every single one of us has started in Customer Support. For most of us, it’s a brief period at the start of our onboarding process so we have a chance to get familiar with our product, how our customers use it, and the potential needs they might have.

Granted, that’s an onboarding example and not a career progression one per se, but it does show how a company policy can affect an employee’s career progression.

Having that template is important, but you also need to use this stage to build on it and customize it for each particular employee.

What certifications does your employee already have? What skills did they bring from previous experience? Have they been performing some of the responsibilities already? What will leadership’s expectations be when it comes to approving this plan?

Get your ducks in a row and be prepared to make a good case for why this plan is a good one.

Step 4: Consider

“Although it might seem counterintuitive, organizations should support employees in their career progression, even if that means supporting their exit.”

Here you need to reflect on your plan, your employee’s needs, and your company’s needs. Are they compatible with each other? Do you – or your company – have the resources to get your employee where they want to go?

Sometimes it’s just not meant to be. If your company makes clocks and your employee wants to be a pastry chef, at some point that employee is going to have to move on. Does that mean they should quit as soon as that becomes clear?

Not necessarily.

A while ago, I worked for a small local business. There were three stores around the city, but it wasn’t likely to expand beyond that. That meant there were limited opportunities for management and I had reached the highest level I could go with the company.

This wasn’t a secret by any means but it also didn’t affect our day-to-day operations. I was still involved with the same tasks and opportunities I’d always been, but we both knew that at some point in the future, I’d take on a position somewhere else. When that happened, the transition was so much easier because there weren’t any hard feelings – and I’d been able to openly apply to other jobs without worrying about the repercussions.

In a knowledge economy, transferable skills are a valuable commodity. Even if you know the relationship has to end eventually, that doesn’t mean you and your employee need to break up preemptively.

That employee may be able to contribute knowledge and skills to your company in the meantime – or even help find good candidates to fill the role – and when they do leave, they’ll give you a good reference, too.

Step 5: Implement

“[A career progression plan] adds structure to the overall system. Managers are busy and work happens fast. When you have a plan in place with reminders along the way it ensures that it doesn’t get tossed aside.”

It’s so much easier to talk about action than it is to actually take it.

You’ve made the plan. You’ve thought through all the ins and outs. Both you and the employee are happy with how it turned out and your ideas for the future. Awesome.

Now you have to make that happen. Depending on your company’s organizational structure, you’ve probably been touching base with your manager or maybe even upper leadership throughout this process. At the very least, you got the sign-off to kickstart the process.

You did get the sign-off, right? Didn’t I mention that?

I said this before and I’ll say it again (and again and at least two more times): Career progression plans change over time.

So right now, everyone is happy with how it looks. You put it into action and everything’s fine and dandy, right?

Nope. A year later, the company’s vision changes. Six months after that, the employee decides they really don’t like one aspect of the prospective role after all. A year after that, you work at another company altogether and lose track of whether or not any of those people are following their progression plans.

Implementation isn’t just about pushing a button and making the thing go. It’s a continuous process of review and reiteration to make sure all the pieces still work the way they should.

By having a set plan in place – especially with reminders and especially if those reminders are automated – no one’s going to lose sight of an employee’s career progression.

It’s not just managers and VPs who get busy, either. Your employee will get busy, too, and overwhelmed, distracted, sidetracked, diverted, and many other things. That doesn’t mean, however, that their career progression isn’t important to them. It means they’re humans with many things occupying their minds.

They also may not feel comfortable pressing the issue – particularly if they’re always the one who has to remind you about it. While your employee should definitely take some initiative themselves, you should also make an effort to show that their future progression and development is important to you as well.

Step 6: Review

You should know by now how big we are on review and reiteration. Our whole thing is about creating living workflows and evolving documentation so everything stays up-to-date, current, and accessible to everyone who needs it.

Part of the review stage is about just that. Are milestones being met? If not, why aren’t they? If so, are they challenging enough? Is the way you’re measuring milestones effective or could it be better?

Basically, audit the system to make sure it works.

The other side, however, is making sure it’s all headed in the right direction. Are your employee’s priorities the same now as when the plan was created? Are the company’s? Are there new innovations or qualifications that weren’t around before?

Keep in mind that change is – or at least can be – good. While you’re reviewing the process itself, you should also encourage your employee to review their goals and ambitions. Give them the space and support to take a different direction or try something new.

One of my favorite things about Process Street is how often I get, “Try it and let’s see what happens,” when I make a suggestion. That sort of autonomy has allowed me to really fine-tune what’s important to me and where I want to go within the company.

When I started, I had this vague desire to do something editorial. I’ve done it before and I enjoy it. Pointing out other people’s mistakes is incredibly satisfying. Since then, I’ve been involved in mentoring and training, putting together a podcast, peer reviews, evaluating pitches, and a whole mess of other things.

As a result of being involved in all of these things – as well as experimenting independently on my own projects – how I want to use my skills and what position I want to be in have gained a clearer focus than when I first started. And the last time I reviewed my progression plan with my manager, I told him that actually I wanted to prioritize a new focus over an old one so we adjusted the plan and set up new milestones to hit.

“[A workflow] adds structure to the overall system. Managers are busy and work happens fast. When you have a plan in place with reminders along the way, it ensures that it doesn’t get tossed aside.” – Scott Dust

I’ve talked a lot about the ideas behind career progression plans so now it’s time for the practical bit.

I designed this template to essentially allow anyone in any industry to successfully create a basic career progression plan. I’ll take you through each section, the features included, and ways you can customize it so you have the whole picture.

Or you can just download the template here and get down to business.

To start with, you need to cover the basics:

Who is the plan for?
What do they do now?
What’s your role?

The first few tasks simply require you to input that information into the appropriate form fields. Later on, I’ll show you some really cool tricks you can do with form fields – like using variable s and adding field validations , but let’s not get ahead of ourselves yet.

Undoubtedly the coolest part of this section comes in the Review the current job description task. You can either type in (or copy&paste or whatever) the job description/notes in the long-text field or you can save yourself time by just uploading the job description straight into the workflow. There’ll be a document in your knowledge base ( Pages , anyone?) that already has the full job description written down, so why do it over again?

Screenshot of the upload field in a Process Street workflow

And yes, I do genuinely think that feature is cool. I don’t judge you, okay?

One more thing to mention is role and task assignments . Throughout the workflow, you’ll notice little icons to the right of some of the tasks. These are assignments. You can either assign a specific person or a specific role to a task, set of tasks, or an entire workflow.

For example, after selecting the employee’s name in the drop-down menu, you can then assign tasks to them. Alternatively, you could assign certain tasks – or a whole workflow – to someone in HR or training. This would allow anyone holding that role to complete the task or workflow.

If that sounds a little confusing – fear not. This video provides a quick run-through with visual aids:

Don’t you just love visual aids?

Assessment: Evaluate

Assessment is possibly the most crucial aspect of designing a career progression plan. In this section, you and your employee will align your perceptions of their performance.

The two evaluations (employee’s self-assessment and the manager’s evaluation) can happen synchronously or asynchronously. It’s a good idea, however, to complete them in separate rooms or areas.

The aim of the self-assessment is to allow the employee space for self-reflection, to think about how they feel about their own performance, and areas where they might feel insecure. It’s important that they don’t feel pressured to give certain answers or bluff confidence they don’t feel. This assessment is only useful if it’s an honest reflection of the employee’s perception.

The manager’s evaluation needs to be just as honest and reflective. Really consider the employee’s performance and abilities when completing it. It can be difficult – particularly if you work closely with this person – to provide an objective view but strive for accuracy. If the employee doesn’t meet expectations in one area, note it. If the employee is extremely adept in another area, note that, too.

Screenshot of the manager's evaluation task with the career progression plan workflow

Once the assessments have been completed, you need to share and discuss the results. The best way to do this is to swap assessments in advance so each person has a chance to read through them and digest the results. An employee may initially feel defensive or a manager may brush off legitimate concerns, so again, reflection is a vital part of this process.

During the meeting, remember that this is about the performance , not the person . Be specific in your critique and offer specific instances to refer back to. Discuss why it happened a certain way or what could have been done differently (if anything). If either person starts to get defensive or upset, take a break and come back to it later. This isn’t a disciplinary meeting or a time to place blame on anyone. Your aim is to determine exactly where the employee stands currently and where they might need improvement.

The true benefit of comparing the results is that you’ll both gain greater insight into both your experience and the employee’s. Perhaps where you think the employee is confident and capable, they actually feel insecure and unskilled.

Development: Design & consider

This is – without a doubt – the most intensive section and the one you’ll spend the most time on. This is also the stage where HR managers and upper leadership get more hands-on involvement.

Using the assessment, you’ll document what the employee already knows and what opportunities there are for them to develop further. Coincidentally, this is where those variables I mentioned earlier come in.

Screenshot of the Review assessments together task within the workflow

As you can see in the screenshot above, answers from the employee’s self-evaluation have already been pre-populated into the text box. This is a huge timesaver since once you enter data into a form field within the workflow, you can pull that data into any other task without having to enter the same thing over and over again.

It’s incredibly useful in situations like this, where you’d like to refer back to previous information without flicking through different tasks to find it.

Approvals and stop tasks also come into play here. Approvals allow you to streamline hand-offs so the person given authorization can quickly review the details and give their thumbs up or not. If they decide to not approve the task, there’s also a comment field where they can enter their reasons and what they’d like changed.

Stop tasks create an enforced order for your workflows. With the stop task – in this case – used with the approval feature, all tasks up to and including the approval must be completed before you can progress any further. This means you can be absolutely sure that important tasks are completed in the correct order.

Check out the following video to get a quick overview:

Complete: Implement & review

You’re almost there! Like, literally. This is the very last thing you have to do – until the next review, of course.

Once everyone’s happy with the progression plan, all the approvals given, emails sent, information documented, the only thing that’s left to do is put the plan into action and set up a schedule for review.

The date field here allows you to schedule and document the date of the next review, while the email widget uses variables to automatically send the finished career progression plan and details to everyone involved. With the email widget, you can also customize the message before you send it if there is any information that needs to be added, adjusted, or removed.

Screenshot of setting a date within the workflow

Automate: Cool tips for the practiced process connoisseur

This template is fully functional and ready to use as is, but if you want to get a little adventurous with your workflows, here are a few of our advanced features that will add some really dynamic multi-functionality to your processes:

Field validations

Didn’t I promise I’d tell you about these? And you doubted me. I am truly and wholly crushed.

I’ll recover. Anyway, validations are available to use with the following form fields:

Date fields
Email fields
File upload
Number fields

Validations allow you to set the parameters for each of these fields. For example, you could set a character limit to a short text field or prevent email addresses from a particular domain. This also works for limiting date ranges, specifying upload file formats, and setting digit or value limits (as in phone numbers or currency).

Conditional logic

With conditional logic , you can set rules for your workflow that direct the user to particular tasks depending on their specific needs.

It’s actually pretty cool since it means that – rather than getting overwhelmed with irrelevant information – each user only sees what they need to see.

Let’s say you want to use the Career Progression Plan template for both new and revised plans, but revised plans have some steps that are different while the creation plan has some that can be skipped.

You can add a drop-down field in an early task that asks whether you want to create a new plan or revise an existing plan.

If you choose create a new plan , you proceed through every task that helps you create a new career progression plan.

However, if you want to revise an existing plan , you’ll only see the tasks relevant to revising. This means you only need one workflow to cover two processes.

Whether it’s an employee handbook , training material, or every one of your company’s SOPs , you need a central, easy-to-find, easy-to-update knowledge base to store it all.

Pages is the free-forever feature that lets you do that. Anything you need to document, you can keep in Pages. You can also embed assets like videos and images – and even Process Street workflows – right into the documents.

You get your workflows and your documentation all in one place that everyone can find.

Plus, think of the trees.

Automations & integrations

Admin work sucks. It’s not a time thing – it’s a tedium thing. You perform the same tasks over and over and feel your brain quietly dying each time.

Save your brain; use Automations.

Process Street’s Automations lets you connect your workflows to your favorite work apps – including Process Street.

So you want an official signed record of your employee’s progression plan? No problem. Link DocuSign to the workflow and Automations will get it handled.

Process Street also partners with Zapier to integrate with the 2000+ apps on its platform to automate more tasks than you can even dream of.

Go on. Grab that 8th cup of coffee and leave your repetitive tasks to the machines. They probably won’t revolt and seek vengeance for years of menial labor.

None of us can predict the future, but we can all probably agree having a plan for it (even if your future plans only go as far as tomorrow morning’s breakfast) is a good idea.

Without a solid career progression plan to help guide them – and their managers – employees can end up stuck in positions they don’t find challenging or stimulating. This leads to disengagement, potentially even resentment, especially if they watch their friends and colleagues moving confidently up the ranks.

Career progression plans offer employees more control over their career trajectory and a sense of ownership over the process. While employee development plans focus on making the employee better suit the job, career progression plans are all about finding the job that better suits the employee.

“Being a talent-friendly, open-minded employer is priceless these days. Employees that are supported through their exit transition will undoubtedly speak highly of their former employer, which increases the likelihood that new, better-fitting talent will fill the gap.” – Scott Dust

Does your company use career progression plans? What have you learned from using one?

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Leks Drakos

Leks Drakos, Ph.D. is a rogue academic with a PhD from the University of Kent (Paris and Canterbury). Research interests include HR, DEIA, contemporary culture, post-apocalyptica, and monster studies. Twitter: @leksikality [he/him]

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Intra-Cellular Therapies Announces Presentations at the 2024 European College of Neuropsychopharmacology Congress

Oral and poster presentations of results from Study 501 evaluating lumateperone 42 mg as an adjunctive therapy to antidepressants for the treatment of major depressive disorder (MDD)

Poster presentations of post-hoc analyses from Study 403 including the prespecified patient population with MDD or bipolar depression with mixed features who also had anxious distress

NEW YORK , Sept. 23, 2024 (GLOBE NEWSWIRE) -- Intra-Cellular Therapies, Inc. (Nasdaq: ITCI), a biopharmaceutical company focused on the development and commercialization of therapeutics for central nervous system (CNS) disorders, today announced presentations of lumateperone including the results from Phase 3 adjunctive Major Depressive Disorder (MDD), Study 501 at the 37th European College of Neuropsychopharmacology (ECNP) Congress being held September 21 - 24, 2024 in Milan, Italy .

“We are very pleased to present additional lumateperone data across depressive disorders including remarkable positive results from Study 501 evaluating lumateperone 42 mg as an adjunctive therapy to antidepressants for the treatment of MDD at ECNP. The robust efficacy demonstrated by lumateperone, coupled with its favorable safety and tolerability profile, position CAPLYTA to become an important medicine for the treatment of MDD,” said Dr. Suresh Durgam, Executive Vice President and Chief Medical Officer of Intra-Cellular Therapies. “We are on track to submit our lumateperone sNDA for the adjunctive treatment of MDD including the results of Studies 501 and 502 later this year.”

Details of the presentations are as follows:

Study 501 Presentations

Oral presentation: “Adjunctive Lumateperone Significantly Improves Symptoms of Major Depressive Disorder: Topline Results From a Randomised, Double-Blind, Placebo-Controlled Phase 3 Trial.” Monday, September 23 , 15:00 - 16:20 CEST .

P2127 : “Lumateperone as Adjunctive Therapy in Patients With Major Depressive Disorder: Results From a Randomised, Double-blind, Phase 3 Trial.” Monday, September 23 12:35 - 14:00 CEST .

Study 403 Presentations

P2113 : “Lumateperone in the Treatment of Patients With Major Depressive Disorder and Bipolar Disorder With Anxious Distress and Mixed Features.” Monday, September 23 12:35 - 14:00 CEST .

P2096 : “Lumateperone in the Treatment of Major Depressive Disorder and Bipolar Depression With Mixed Features: Efficacy Across Symptoms.” Monday, September 23 12:35 - 14:00 CEST .

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Career Progression Chart PowerPoint Templates

A career progression chart template represents a person’s career growth and advancement within an organization. It includes job titles, dates of employment, key responsibilities, and accomplishments for each position.

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A career progression chart template is a valuable resource for anyone looking to advance. You can identify areas for improvement and plan for future career development opportunities by tracking your career journey. It can also assist you in staying focused on your career goals and making informed decisions about your future. You can also use the chart to identify skills or experience gaps and plan for additional training or education.

Using the career progression chart template, you can easily visualize your career path and identify key milestones and achievements. It can be beneficial when updating your resume, preparing for job interviews, or looking for new opportunities. You can better understand the skills and experiences required for different positions within your organization by analyzing your job titles, dates of employment, key responsibilities, and achievements.

To get the most out of the career progression chart template, keep it up to date and review it regularly. It can help you track short and long-term career goals as well as identify opportunities for professional development, such as training or certifications.

What is a career progression chart template?

A career progression chart template is a visual display of the various stages or levels of career development within a company. It includes job titles, responsibilities, required skills, and time frames for progressing from one level to the next. This tool can assist employees in understanding the various career paths available to them and provide a roadmap for professional development.

What are the 5 stages of career development?

Exploration: This is the first stage in which people identify their interests, skills, and values and consider career options.
Individuals begin their careers and develop skills during this phase, gaining experience and expertise.
Mid-Career: At this stage, individuals may seek additional education or training to advance their careers, take on leadership roles, or explore new career paths.
Late-Career: During this stage, individuals may begin to plan for retirement and mentor younger professionals while maintaining their field expertise.
Decline: During this stage, you may consider retiring or pursuing alternative career paths.

What is typical career progression?

The typical career path varies according to the industry, organization, and individual. In most cases, career advancement entails progressing through a series of job titles with increasing levels of responsibility, complexity, and pay. Employees may be promoted to higher positions or moved laterally to gain exposure to different areas of the organization as they gain experience and develop new skills.

How do I create a career progression plan?

Begin by identifying your career goals and areas of interest to create a career progression plan. Investigate the skills and experience required for positions that correspond to your objectives. Then, devise a development strategy that includes goals, actions, and timetables for acquiring the necessary skills and experience. Seek feedback from mentors, managers, and coworkers to ensure your plan is realistic and attainable. Finally, monitor your progress and change your plan to stay on track toward your career objectives.

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Intra-Cellular Therapies Announces Presentations at the 2024 ...
--Intra-Cellular Therapies, Inc., a biopharmaceutical company focused on the development and commercialization of therapeutics for central nervous system disorders, today announced presentations ...
Top 10 Career Progression Plan PowerPoint Presentation Templates in 2024
Career progression discussions presentation layouts is an effective PPT template to set the career path for the new hires of the company. Every good HR department keeps itself handy with data enriched career path PowerPoint slide design to give visual answers to the query of the employees regarding growth opportunities within the company.
Career Progression Chart PowerPoint Templates
Career Progression Chart PowerPoint Templates. A career progression chart template represents a person's career growth and advancement within an organization. It includes job titles, dates of employment, key responsibilities, and accomplishments for each position. The chart can track progress over time, identify areas for improvement, and ...
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Career Powerpoint Templates and Google Slides Themes

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Career Progression Timeline Template

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