1 CAREER PATHWAYS Welcome to…. Module 1 Career Planning

2 CAREER PATHWAYS Sponsored by the Joint Career Transition Committee Module 1 in a series of 10 independent modules

3 Objectives Of Career Pathways Program Save $ by creating 1 interdepartmental program Make career planning part of the culture Use modules for flexibility, affordability Create a ‘common language’

4 Overview Of Career Pathways 5 Core modules: 1.Career Planning 2.Testing & Assessment 3.Skills Assessment 4.Personal Learning Plans 5.Career Portfolios 2 Supporting modules for managers 6.Performance Management 7.Career Coaching 3 Mobility modules 8.Competitions 9.Resumes 10.Interviews

5 Continuous Career Planning Why is continuous career planning important A new metaphor Alignment The Need to Plan A Holistic Approach Next Steps

6 The Changing World Of Work New Work Relationships Multiple Careers Skills Obsolescence Aging Workforce Shorter Careers Good-bye Retirement

7 The Way We Were Work hard, be loyal and be assured of job security Organizations ‘took care’ of their employees Jobs were ‘boxes’ – clearly defined, regular hours Well defined career paths, upward mobility” Work was focused on individual efforts

8 The Way We Are Fluid job descriptions, Universal Classification System Doing the work that needs to be done Employment is more situational Secondments, assignments, deployments Team based work assignments, horizontal files Employability vs. employment Self-managed careers

9 Benefits of Career Planning Develop meaningful career goals and objectives Manage the stress of organizational change.. taking control Foster career renewal Develop a skill portfolio Increase job satisfaction Plan your learning needs Improve communications and alignment

10 Common Career Issues Work overload, lack of staff Work/personal life imbalance Skill/job mismatch Over achievers Education vs. experience Constant change

11 Dispelling a Myth The right education will guarantee you a job

12 A New Metaphor There’s no one answer or road to follow You’re ability to navigate is the critical factor

13 Dependent Mindset Organizations provided job security, training, career mobility, security Employees were ‘taken care of’ and were loyal to the organization

14 Independent Mindset Things are changing, the world of work is uncertain Employees lose commitment and loyalty to the organization

15 Outside Forces Globalization Technology and Education Environment Demographics

16 Interdependent Mindset Employees and the organization work in partnership for success and personal growth. Employees are encouraged toward self determination, providing support for learning and fostering a positive work environment Employees manage their employability and skill development.

17 The New Employment Contract In the new public service individuals need to assume responsibility for: Management of their own career Maintaining their skill levels Planning for future skill needs Adapting to new organizational needs and directions Alignment

18 The New Relationship organization DependentIndependenceInterdependent organization employee “I will work for you, be loyal and you will take care of me.” “In this world of uncertainty…I will take care of myself.” “How can we work together to be successful?

19 Roles and Responsibilities Employee Owned Management Facilitated Organization Supported

20 Elements of Career Planning Four Elements: Self- Assessment : What are my skills, abilities and work style? What are my values and interests? What is my vision Research: What are my options? What are my development needs? Goal Setting: What is the best option for me? Planning: How will I get there? What steps do I need to take?