Summary
DesignOps takes the lead to author our internal career matrix, so we can objectively and uniformly refresh each discipline, and establish org-wide skills echoed throughout each role. DesignOps at Salesforce is also included within these Career Competencies, allowing for our team to hold more consistent career discussions, and unifying promotions by leveraging the same language when discussing each DesignOps employee. Plus, since DesignOps is seen as a fairly "new" discipline, having it paired alongside more "well-known" disciplines (Designer, UX Engineer), elevates the understanding of our role and skills, and provides a baseline paired alongside our peer's disciplines. There’s great power in language, and the words we choose to use makes an impact. Making conscious efforts on our word choices and communications with one another can affect change at both the individual level as well as team-wide.
Key Insights
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The UX career competencies serve as a tool for open conversations about career growth and development.
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Including DEI considerations in competency frameworks can help reduce bias in performance evaluations.
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Regularly updating competency frameworks is essential to keep them relevant and inclusive.
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Changes to language, such as replacing vague terms with specific skills, improve clarity and relevance.
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Utilizing tools like the gender decoder can help ensure language is inclusive and gender-neutral.
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Adding new skill categories, such as relationship design, highlights the importance of interpersonal skills.
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Encouraging employee involvement in updating competencies fosters a sense of ownership and collaboration.
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Balancing the introduction of changes with ongoing performance expectations is crucial for employee engagement.
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Raising awareness and providing resources about competency changes promotes adoption and understanding.
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Iterating on competencies over time helps refine and enhance their effectiveness in supporting employee development.
Notable Quotes
"My pronouns are she, her."
"Our UX org has been passionate about diversity, equity, and inclusion."
"We did not want to change all expectations entirely by adding too much too quickly."
"We wanted to ensure that anyone could see themselves excelling to the next level."
"Our competencies are not a checklist or promotion."
"Just because a word is coded toward one gender, it doesn't mean it is good or bad."
"Relationship design is a creative approach to driving business and social value."
"This process took us three years and we still have room for improvement."
"I want to see you growing your career and it's for consistent discussions."
"This was a lot of work over the course of three years."
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