1. E-Career Development for Manufacturing Engineers David A. Dornfeld, Ph.D. Department of Mechanical Engineering, University of California, Berkeley Chair, SME Ad Hoc Committee on Lifelong Learning

2. Development of Manufacturing Engineers Constant learning of technologies and methods Fast-moving projects and scarcity of time Development is often on your own Team leadership and project management roles Competence--what you can do--is what counts

3. Professional Competency System Online Tools and Resources –Online self-assessment –Personal development planning –Directory of continuous learning opportunities Based on a generic occupational competency model

4. Generic Competency Model Components: –Personal career positioning –Competencies and performance indicators –Benchmark proficiencies –Knowledge, skill, and experience dimensions Components are linked together to provide a basis for assessments against benchmark proficiencies

5. Career Positioning Two dimensional Career Position formed by: –Functional Role Technical; Integrative; Management –Developmental Level Junior engineer/trainee; Experienced engineer; Senior engineer/leader; Plant/enterprise leader Concept of Career Path –Current vs. Target Career Position Description of each Career Position to allow engineers to make appropriate selections –Examples: Level 2 Technical; Level 3 Integrative

6. Competencies Competencies = Subject-level headings –46 competencies in SME model Clusters = Topical families of competencies –6 major clusters in SME model Competency Element = Short behavioral statements indicating specific performance typically expected –Each competency in SME model has 5-10 Competency Elements

7. Articulation with Career Position

8. CareerMap Competencies (46) Competency Elements (306) Technical Role Level 2 Engineer Clusters (6) Competency Framework

9. Benchmark Proficiencies Knowledge, Skill and Experience ratings available Benchmark validation by practitioners and experts polled by SME

10. CareerMentor System e-Career Development system for manufacturing engineers being developed by SME Pilot version (Fall 2000) includes online tools and resources: –Online self-assessment and/or multi-rater assessment –Personal development planning –Learning resource database –Mentor involvement (designated read-only access) –Engineers online portfolio of learning, practice, and professional development activities Intended as a personalized, portable resource for engineers and their employers available anywhere, anytime

11. Conclusion Competency models as used by companies can be adapted for use generically across an entire occupational population Development of engineers should account for multiple career positions and career paths Tools and resources that support engineers self- development –Can be economical for companies and engineers to use –Can be integrated with Learning Management Systems (LMS)