The functional framework is the position occupied by an employee within the career plan of a company. The framework defines what functions the employee performs and what salary he will receive for providing his service.
The functional framework (or professional framework) exists in both the private and public sectors.
What is the functional framework for?
The functional framework is important for the worker to know which career position he/she is in. In addition, he can monitor the possibilities for professional growth he has within the opportunities offered by the company's career plan.
The functional framework is provided for in the career plan, often called Career and Salary Plans (PCS), and is defined by the company. The functional framework can be changed by a functional progression provided for in the PCS itself, such as progressions by length of service provided.
In practice, the functional framework allows employees to organize their career growth over time and to set the professional goals they want to achieve.
Functional framework and salary progression
The functional framework also allows the employee to monitor the progression of their salary, as it is directly linked to their functional status in the company.
Salary progression can occur by seniority, training or merit and must be provided for in the company's career plan.
Functional framework and function deviation
The functional framework is also important so that it is possible to prove that an employee performs the activities for which he was hired. This verification can be useful for an employee who is in a diversion of function, that is, who performs activities that are not part of their position.
For example, evidence of a deviation of function from a functional status can be used as evidence in a labor action to collect wage differences owed by the employer.
What is the career path?
The career plan is a company policy that defines issues related to employees, mainly on the functional framework and salary ranges that are paid, according to the position held.
The career plan also provides for the forms and criteria used for progression that an employee can obtain, such as progressions by seniority, training or worthiness.
The progressions by seniority occur for each period of time that the employee completes in the company. Qualification progressions occur when the employee improves his/her education level and becomes more professionalized to perform a function in the company. Progressions based on merit, on the other hand, can happen based on results obtained in the evaluation of the work performed by the employee.
See also the meanings of HR and People management.
Functional reframing
Functional reframing happens when an employee occupies a new position within the company and, in this way, it also occupies a new position in the career plan, moving to a different career from the previous one.
A hypothesis of functional reframing is when the employee is promoted.
When the employee is reclassified, he starts to have new functions in the company. Likewise, he may have changes in his salary, starting to receive the value related to the new position held.
In order to be able to change functions and be re-adjusted, the employee must fulfill all the requirements of the new position, such as, for example, completing a new degree of studies.
Functional framework in the Curriculum Lattes
Curriculum Lattes also has a functional framework that must be filled out when the professional or student registers their curriculum on the platform.
For example: a research student receiving a scholarship can fill the functional framework of Lattes with the Scientific Initiation Student option.
Lattes is a curriculum filled out within the Lattes Platform, which is controlled by the National Council for Scientific and Technological Development (CNPQ). Curriculum Lattes is, nowadays, the standard curriculum used by Brazilian researchers and students.
Learn more about the meaning of Curriculum Lattes and CNPQ.
