Sideways moves, secondments, and project opportunities Olivia Kew-Fickus, Assistant Registrar Helen Webb, HR Executive Officer Birmingham Professional Conference, 29 March 2012

What is the problem?  “If you aren’t moving up you aren’t progressing your career”  But… –Your current job doesn’t let you develop the skills to move up –There are no obvious progression opportunities or they are in big steps (e.g., B500→G7) –There are not many opportunities in your area –You’ve tried and not been successful –You don’t want progression but variety –Your ambitions are different than your experience –You want to “test-drive”

What is the solution?  It’s not always about progression  Taking a round-about route, seizing opportunities, making opportunities  Some definitions –Sideways moves –Secondments and temporary roles (e.g., maternity covers) –Project opportunities –Wearing two hats –Acting up

What are the benefits?  New skills  New perspective and experience (Corp Svcs – College, new school, etc.)  New challenges  Safety-net to return to old role  Variety and diversity  Gain experience and enrich your CV  Prepare for future progression  Networking, profile, and reputation

UoB capabilities SupportAdministrative and Other-Related Personal effectivenessLeading people Leading change Communication Results deliveryPerformance and resource management Team workingWorking collaboratively Customer focus Strategic thinking and perspective Organisational understanding

What are the drawbacks?  Leaving comfort zone – space, people, tasks, expertise  Additional work – especially for projects / dual roles  Putting yourself out there – interviewing, stress, possibility of rejection  Identity issues – Who am I now? Where do I belong?  Going back to old role  There may be times when it’s not right for you.

How do I find opportunities?  Let people know you are interested, especially your line manager and senior managers in your area  Look on the website – secondments are advertised as internal posts  Think proactively –Someone is leaving; could you cover it? –Can you volunteer to do a project which could be done in your area?

Questions to ask  What are my values?  What interests and inspires me?  Am I running away from my current job?  Am I just trying to impress?  What new skills could I learn? HR/Finance? What does it add to my portfolio?  What are my personal plans and work-life issues?  What are the expectations of the new role? Meet the manager, other colleagues if possible  How can I balance this with my existing role?  You can say NO if it’s not right for you!

Practical considerations  Be absolutely transparent with your current manager…  When will it start?  Will I be paid extra? If so, how – pensionable, non- pensionable honoraria?  Different terms and conditions?  Implications for leave arrangements, etc.  When will it end?  Get everything in writing  How will it be communicated?

Before you start  Meet the postholder if possible  Read and research the area – learn the vocabulary and grammar  Understand team structures  … and the dynamics  Plan an induction  Secure senior level support / mentoring  Research policies and procedures

Once in the role  Communicate, communicate, communicate –Trust and relationships  Understanding your role and gaining credibility –Fresh pair of eyes –Objective setting –Securing quick wins and celebrate success (pass on credit but take blame – don’t blame predecessor)  Business as usual or change? –Sustainability of any changes you make  Learn to say no and avoid over-commitment  Stay in touch with “home” role

Finishing in post  Handovers  Is there such as “going back to normal”?  Building into career development plans and CPD  Recall versus Critical Reflection –Discussions with senior managers/mentors –360 degree feedback –How, why, what would you do differently?

Conclusions  Look before you leap!  Don’t be afraid to drive a deal and set expectations  Research the role and area  Know the role’s limits and possibilities  Reflect and learn

Questions  Olivia Kew-Fickus  Helen Webb  Bal Bansal  Mary Li Individual discussions