Compare profiles
Side-by-side leveling, scope, and market pay. Add up to four via ?keys=SWE.GEN.P5,SWE.GEN.P6.
| vs | P5 SSLD.GEN.P5 Skills Strategy / L&D Single Level | P5 TDLD.GEN.P5 Senior | P4 TDLD.GEN.P4 Advanced | P3 TDLD.GEN.P3 Proficient |
|---|---|---|---|---|
| Market pay | — | — | — | — |
| Level | P5 · P5 — Expert Professional | P5 · P5 — Expert Professional | P4 · P4 — Senior Professional | P3 · P3 — Mid-Level Professional |
| Function | Skills Strategy / L&D | Training & Development (Learning & Development) | Training & Development (Learning & Development) | Training & Development (Learning & Development) |
| Focus | General | General | General | General |
| Typical years | 8–12 | 8–12 | 5–8 | 3–5 |
| Scope | Multiple systems or a technical domain | Multiple systems or a technical domain | A system or set of related features | Features or a sub-system end-to-end |
| Autonomy | Sets direction within the domain | Sets direction within the domain | Self-directed; reviewed at critical decision points | Works independently on standard work; reviewed on the non-standard |
| Impact | Org / multi-team outcomes | Org / multi-team outcomes | Multi-team / function outcomes | Project / team outcomes |
| Decision rights | Authority over a technical domain | Authority over a technical domain | Owns technical decisions for a system; influences adjacent design | Owns implementation decisions for own scope |