Table 1Transition record

compensation analysttoemployment programme coordinator

A compensation analyst already meets 18% of what the employment programme coordinator role asks for. The move turns on 9 required skills not yet in the profile.

From compensation analyst

18%

Overlap1

To employment programme coordinator

5 Skills carried over

9 Required, not held

72.3 Difficulty2

Career overlap Distant match

18%

Learning distance Substantial retraining

72.3/ 100

Easy adjacentmoderatesubstantialcareer change Hard

1 Share of the employment programme coordinator role’s weighted skill requirement already met by the compensation analyst profile. Required skills count in full, supplementary skills at 0.35. Directional: the figure for the reverse move differs. 2 Combines what is missing with how specialised it is, so a gap of general skills scores easier than the same number of narrow ones.

Why

Why this move works

A employment programme coordinator role treats 2 of its required skills as things a compensation analyst already does. These are the ones it depends on most.

analyse unemployment rates
employment law

What stands in the way is 9 required skills the profile does not yet cover. Table 3 groups them; Table 4 says which to take first.

Table 2

Table 2 · What you already bring

Of the 5 skills that carry over, these are the ones fewest other occupations ask for. A employment programme coordinator role needs them, and most people applying for one will not have them already. This is the part of a compensation analyst background worth leading with.

Skill the target role also needs Area

already held promote equal pay assisting and caring
already held analyse unemployment rates information skills
already held personnel management business, administration and law
already held business processes business, administration and law
already held employment law business, administration and law

All 5 carried skills, including the 2 the employment programme coordinator role treats as required.

Table 3

Table 3 · What you would need to learn

The 22 missing skills fall into 7 areas of the ESCO skill hierarchy, numbered below in the order worth working in: the areas carrying the most required skills come first, and inside each one the required skills sit above the supplementary ones.

Skill to acquire Tier

01 communication, collaboration and creativity 3 required, 7 supplementary

required, not held maintain relations with local representatives required
required, not held promote employment policy required
required, not held liaise with local authorities required

optional, not held advise on carbon emissions reduction optional
optional, not held advise on government policy compliance optional
optional, not held advise on legislative acts optional
optional, not held create solutions to problems optional
optional, not held develop professional network optional
optional, not held promote social change optional
optional, not held protect employee rights optional

02 management skills 2 required, 2 supplementary

required, not held develop employment policies required
required, not held perform project management required

optional, not held set inclusion policies optional
optional, not held manage government policy implementation optional

03 information skills 1 required, 3 supplementary

required, not held carry out strategic research required

optional, not held analyse goal progress optional
optional, not held ensure information transparency optional
optional, not held gather feedback from employees optional

04 business, administration and law 1 required

required, not held project management principles required

05 education 1 required

required, not held scientific research methodology required

06 social sciences, journalism and information 1 required

required, not held government policy implementation required

1 further area in the appendix

Table 4

Table 4 · Where to start

The 3 entries a employment programme coordinator role is least likely to hire without. The ordering is computed from the skill data, not from what pays.

Each entry opens a course search for that skill. Career Overlap earns nothing from these links.

Appendix

Appendix · The rest of the record

All 5 skills that carry over

Skill Type

already held analyse unemployment rates skill
already held employment law knowledge
already held business processes knowledge
already held personnel management knowledge
already held promote equal pay skill

The 1 learning area not shown above

Skill to acquire Tier

07 assisting and caring 1 supplementary

optional, not held promote inclusion optional

13 supplementary skills, helpful but not required

Skill to acquire Tier

optional, not held set inclusion policies optional
optional, not held advise on carbon emissions reduction optional
optional, not held advise on government policy compliance optional
optional, not held advise on legislative acts optional
optional, not held analyse goal progress optional
optional, not held create solutions to problems optional
optional, not held develop professional network optional
optional, not held ensure information transparency optional
optional, not held gather feedback from employees optional
optional, not held manage government policy implementation optional
optional, not held promote inclusion optional
optional, not held promote social change optional
optional, not held protect employee rights optional

24 held skills the employment programme coordinator role does not ask for

Skill Type

not needed by the target role actuarial science knowledge
not needed by the target role analyse financial performance of a company skill
not needed by the target role business analysis knowledge
not needed by the target role business loans knowledge
not needed by the target role business valuation techniques knowledge
not needed by the target role calculate compensation payments skill
not needed by the target role calculate dividends skill
not needed by the target role calculate employee benefits skill
not needed by the target role carry out job analysis skill
not needed by the target role company policies knowledge
not needed by the target role control financial resources skill
not needed by the target role corporate social responsibility knowledge
not needed by the target role determine salaries skill
not needed by the target role develop employee retention programs skill
not needed by the target role estimate profitability skill
not needed by the target role financial analysis knowledge
not needed by the target role financial capability knowledge
not needed by the target role financial forecasting knowledge
not needed by the target role human resource management knowledge
not needed by the target role human resources department processes knowledge
not needed by the target role labour market knowledge
not needed by the target role manage payroll reports skill
not needed by the target role manage staff skill
not needed by the target role provide cost benefit analysis reports skill

3 gaps that are knowledge rather than practice

Knowledge gaps usually close through study. Practical skill gaps usually need something you can point at.

Skill to acquire Tier

required, not held government policy implementation required
required, not held project management principles required
required, not held scientific research methodology required

Index

Other moves recorded from compensation analyst

Full index of moves from compensation analyst

Note

How this record was compiled

Both occupations are taken from ESCO, which lists the skills and knowledge each occupation is expected to have and marks every one required or optional. Nothing here is a prediction about hiring, and nothing here knows that a particular employer wants a particular certificate. Treat Table 3 as a starting point for your own research rather than a syllabus. The full method states what these figures can and cannot tell you.