Performance Objectives

2. Performance Objectives • Define employee development • List the benefits of employee development for both employees and organizations • Describe the employee development process steps • Recognize a correctly written goal statement • Identify DON tools for employee development • Identify the impact a rapidly changing environment has on employee development • Recognize activities that employees and supervisorscan engage to facilitate employee development

3. Employee Development The process in which individuals establish their current and future career objectives and assess their existing skills, knowledge or experience levels to implement an appropriate course of action and attain their desired career objectives

4. Benefits • Self-reliance and confidence • Free agency • Eligible for better opportunities

5. DoD Policy • Promoting career planning and employee development involves: • Ensuring a steady flow of capable, fully qualified and trained personnel • Promoting interest in long-term career opportunities and employee development • Retaining competent civilian employees and reducing turnover • Developing personnel with knowledge in joint matters • Providing employee developmental assignments across components and agencies

6. Development is a Process • Become self-aware • Set career goals and identify opportunities • Create an action plan • Manage your career

7. Step One: Become Self-Aware Self-awareness includes understanding: • Strengths and weaknesses • Likes and dislikes • Personal values • Priorities

8. Pros ----- ----- ----- Pros ----- ----- ----- Pros ----- ----- ----- Pros ----- ----- ----- Pros ----- ----- ----- Cons ----- ----- ----- Cons ----- ----- ----- Cons ----- ----- ----- Cons ----- ----- ----- Cons ----- ----- ----- C Today Past Self Awareness Activity Positive A E D B Negative

9. Step Two: Set Goals and Identify Opportunities A goal is a general statement of intent and should be: • Specific • Measurable • Achievable • Realistic / Relevant • Time Bound

10. Group Activity Developing SMART Goals

11. Group Activity Review the following goals and write a SMART goal: • How can you provide a measure for the goal? • Is your goal realistic and time bound? • Can you provide specificity? Report your group SMART goal to the class

12. Goal 1 I want to have a lot of money

13. Goal 2 I want to lose weight

14. Goal 3 I want to write a book

15. SMART Goal 1 I want to make one million within 10 years by starting an Internet marketing business selling personal employee development products all over the world, creating a life coaching consultancy and through conducting live seminars

16. SMART Goal 2 I want to lose 20 lbs by 1 January 2011. I will perform a half-hour of cardiovascular exercises and half-hour of strength training exercises per day during the weekday. I will only eat starchy carbohydrates 3 times a week.

17. SMART Goal 3 I want to write a work book on How to add 10Years to Your Life that is at least 150 pages in length by 1 January 2011. I will write at least 4 pages every weekday until I complete the book.

18. Step Three: Create an Action Plan Action planning involves: • Identifying • Thinking • Knowing • Seeking • Finding

19. Step Four: Manage Your Career • Know how to respond to change • Seek feedback • Stay abreast of industry developments • Recognize opportunities for growth and advancement

20. DON Career Planning Tools • Individual Development Plan (IDP) • Competency Model • Learning Continuum • Career Handbooks • Assessment Tools

21. Individual Development Plans IDPs can help employees: • Remain focused on goals • Celebrate successes • Maintain self-awareness • Become better planners • Facilitate communication with manager

22. Competency Models Competency models organize knowledge, skills, and abilities necessary to perform in a job, industry, or occupation

23. Career Handbooks Offer employee development guidance by providing: • Information about the competencies • A self-evaluation to pinpoint training needs • On-the-job activities, training courses, and other resources • A handbook for the appropriate level: • Entry • Journey • Expert

24. Assessment Tools • Interest inventories • Personality inventories • Skills assessments • Aptitude tests The tools available to support the self-assessment process include:

25. Changing Career Patterns Several factors impact changing career patterns: • One position is no longer held for a lifetime • Mastery of a job is required • Employees’ reference groups are their peers rather than the corporation • Employees engage in projects with different partners

26. Supervisor’s Activities • Coaching • Providing feedback • Offering insight, information and advice • Guiding • Allocating time and money • Providing growth opportunities

27. Employee’s Activities • Leading • Writing IDP and goals • Seeking training and opportunities • Reading job appropriate materials and applying new ideas • Coaching or mentoring • Identifying problems and creating solutions

29. Module Recap • Defined employee development • Listed the benefits of employee development for employees and organizations • Described the employee development process steps • Recognized a correctly written goal statement • Identified DON tools for employee development • Identified the impact of working in a rapidly changing environment has on employee development • Recognized activities that employees and supervisorscan do to facilitate employee development

30. Key Points • Workforce development is an organized learning experience provided by the employer to improve job performance and to grow the individual • Employee development involves determining the employee’s current and future career objectives by assessing his/her existing skills, knowledge or experience • Employee development is a four-step process • Properly written goals are SMART goals • The DON provides several employee development tools

31. Questions? If you have any questions please contact us at: DonCivDev@navy.mil