Career Roadmap Extractor

What it does

The Career Roadmap Extractor turns the question "is this person ready for that role, what's missing, in what order?" into an evidence-based analysis. It first builds a Target Competency Model for the role (6-10 core competencies, each weighted must-have=3 / important=2 / nice=1), then scores the client profile against that model.

The core methodology is Competency Gap Analysis: for each competency a current level (0-5) and target level (0-5) are set on a rubric (0=none, 3=does independently, 5=domain authority). Gap = target − current, weighted by criticality and reduced to a single Readiness Score (0-100): 100 × (1 − Σweighted_gap / Σ(5×weight)). The score maps to a verdict: 80+ Ready, 60-79 Close, 40-59 Bridge needed, <40 Early.

Because a score alone can mislead, two motivation layers are added. Schein's Career Anchors infers the client's dominant anchor (e.g. Technical/Functional) from profile signals; if the target role clashes with it (e.g. a management goal but a technical anchor), the plan carries a "right but unsustainable" warning. Holland RIASEC measures interest-environment fit; a low match is a fit-risk finding.

Once gaps are prioritized, the plan is built with 70-20-10 (~70% stretch experience, 20% mentor/peer, 10% formal course), GROW (each 30-day block is a Goal→Reality→Options→Will cycle) and SMART (no action enters without a measurable criterion). A capacity rule rejects blocks that exceed weekly learning hours; overflow actions are deferred to the next block, not dropped.

When to use it

Career coaches preparing a structured development plan before a session; HR development specialists assessing internal promotion/rotation readiness; mentors drafting a 6-month roadmap for a mentee; professionals in career transition seeking an objective answer to "how far am I from the target role and what do I close first?"

Method / frameworks

• Competency Gap Analysis — current↔target rubric scoring, weighted gap, Readiness Score (core).
• Schein's Career Anchors (8) — dominant motivation detection, anchor-role clash warning.
• Holland RIASEC — interest-environment fit risk.
• 70-20-10 (CCL "Lessons of Experience") — action mix; pure-course plan is an anti-pattern.
• GROW (Whitmore) — coaching backbone, 30-day blocks.
• SMART (Doran) — measurable-action gate.
• ICF ethics gate — coaching/clinical boundary, professional referral on crisis signals.