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Career Management

Career Management. A Roadmap for Planning Your Career. What it is:. Specific criteria Planned moves into a different position (budgeted) Employee initiated tool Management tool Budgeting tool. What it is:.

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Career Management

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  1. Career Management A Roadmap for Planning Your Career

  2. What it is: • Specific criteria • Planned moves into a different position (budgeted) • Employee initiated tool • Management tool • Budgeting tool

  3. What it is: • On-going program that integrates the needs of the employee with the needs of the City • Employees have a part in planning their future and the department’s future • Growth of skills and individual abilities

  4. What it is: • Tool for investing training dollars based on business need • Model for defining career success • Part of the performance review process • Upgrading standard of service to citizens

  5. What it isn’t: • Mandatory • Automatic • Based solely on longevity • Compensation step program • Guaranteed promotion • Getting more money for doing the same thing or job

  6. What it takes to make it happen: • There must be a business need • Funds and position changes are budgeted • Support from the department management • Commitment from the employee

  7. Employee Responsibility City Responsibility Joint City/Employee responsibility

  8. Employee Responsibility City Responsibility Joint City/Employee responsibility

  9. Job Expectations (Output, Production, Performance Expectations) • Quantity of output • Quality job performance

  10. Attendance & Punctuality • You were hired for a job that needs to be done. The City needs you here to do that job • Be on time (work, meetings, training)

  11. Work Habits • Demonstrated positive work habits such as: • Initiative • Teamwork • Time management • Quality performance • Customer service • Attendance • Compliance with rules and regulations

  12. Job-Specific Training & Development • The City is committed to making sure employees have the training and skills needed to perform the duties of their current position • It is the management team’s responsibility to provide you with the training and development needed to be successful in your current position. • It is the employee’s responsibility to successfully complete that training and development.

  13. Certifications • The job description will list specific certifications required for a position • There may be a time limit to acquire certifications as a condition of employment • Professional Certifications

  14. Work Experience • Past • Current • Future – develop and demonstrate capability in a function outside of your normal job

  15. Self-Assessment of Career Direction • Periodic assessment of desire to advance or move to other work disciplines • Research the options • Evaluate promotional opportunities, transfers and new careers through written resources and through people working in different departments or organizations • Seek feedback from mentors on demonstrated and desired skills and traits

  16. Self-Assessment of Career Direction • Learn how to get there • Take the steps necessary to transfer, be promoted or change jobs • Follow up on job postings • Take advantage of training offered by the City of Sarasota • Complete needed training before you are asked to do so • Be willing to develop skills and traits for future jobs on own initiative and time

  17. Formal Education (current/future job needs) • Refer to Career Ladders and job descriptions for educational requirements • Tuition reimbursement may be available

  18. Coaching/Feedback from your Supervisor • Formal annual performance evaluation • Event driven/interim feedback • Current job performance improvement • Development opportunities for current position • Career path opportunities

  19. Future Job(s) Training & Development • Most training for personal growth/career advancement will be on the employee’s time • Tuition reimbursement may be available for career advancement

  20. Networking & Mentors • Gather information about a specific job interest from those who work in that discipline • Seek additional performance coaching and feedback from someone OTHER than your immediate supervisor • Human Resources • Advisors at learning institutions

  21. Networking & Mentors • Fellow workers, supervisors and employees from other departments and organizations can be a source of information to guide you

  22. New Assignment

  23. Career Ladders

  24. Training & Development Catalog

  25. Next Steps: • As an employee you will need to be prepared to decide what you are willing to do in order to progress • Follow the Model

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