Career Pathing and Competency Development

1. Career Pathing and Competency Development November 10, 2014 Cebu City Karin Litz P. Zerna Director IV CSC-RO7

2. VIDEO: CAREER PATHS

3. Career Pathing • Developing milestones or building blocks of opportunities within the organization for people to attain • May be upward or outward mobility

4. Career Planning • 3 Major Steps • Conduct Research • Review and Plan • Personal Development

5. 1. Conduct Research • Stay on top of Industry Knowledge. Questions: • Do I see myself carving out a new career path? • Would I like to work within a different industry?

6. Conduct Research Questions: • Would I like to work for a different sized organization? • Do I want to move up the management ladder? • Would I sacrifice my salary for a more fulfilling career?

7. Decide to work in the Public or Private Sector • Use Newspapers, Trade Magazines and Internet • Study the Potential of the Companies organization for Future Employment • Look at the Organizational Size, the work Management Structure, the Environment, Culture, its Advantages and Disadvantages.

8. Study the Market Industry, Players, to work on the trends, forecasts of Job Availability. • Looking for Role in Company, suitability is the key. • Look for Roles that are suitable based on Personal Skills, Strengths, Experience and Ambition.

9. Go and ask for help. • Go to employment agencies, access their database technology. • Attend Industry seminars, exhibitions and events. • Keep an open mind • Network with Professionals, Family, Friends, Colleagues

10. Consider Self Employment • Look for potential products and services to sell. • Demands of the Market, Competition, Income • Client Base • Time Involved • Major Advantages and Disadvantages

11. II. Review and Plan • Learn from past successes and mistakes. • Monitor the Progress to stay on track. • Regular Review and Planning Sessions.

12. Important Questions: • What have I accomplished since my last review? • What objectives did I fail to accomplish? • What mistakes did I make along the way? • What difficulties did I encounter? • What did I learn from these setbacks? • What aspects of my work don’t suit me? • What work activities would I like to focus more time on?

13. Important Questions: • What work activities would I like to focus more time on? • What new goals must I set to move my career forward? • What new knowledge and skills could be required? • How will I go about achieving these new goals? • What difficulties could I potentially face?

14. Lay down your plan of action • What do I want to achieve within next 5 years? • What are my plans over the next 12 months? • Is this realistic given my current resources?

15. Personal Development • Take full responsibility for Self Improvement for your future growth and development: • Learn new skills • Read Self-Help Books • Professional Journals • Enroll in Courses and Workshops • Staying on Top of Industry News and Developments

16. Join Learning and Mastermind Groups • Gain required support, perspective and feedback needed. For Outward Mobility - Create opportunities • Volunteer • Stretch assignments

17. Consider • Taking Sabbatical • Job swapping • Work shadowing and experience • Having Mentor and Coaches

18. Competence • Knowledge, skills, attitudes, and behaviors that are casually related to superior job performance.

19. Three Separate Dimensions of Competence • Knowledge • What individual CESOs bring to an activity through their knowledge and understanding • Skills • What individual CESOs are able to demonstrate in their ability to perform an activity. • Attitude • The core personality characteristics underlying a person’s capability to do an activity.

20. The New CES Competency Standards

21. Six Competency Clusters • Strategic and Critical Thinking • Leading in a Continuously Changing Environment • Empowering/Developing Others to Establish Collective Accountability for Results

22. Six Competency Clusters • Linkaging and Networking for Productive Partnerships • Planning/Organizing for Greater Impact • Driving Performance for Integrity and Service.

23. 1. Strategic and Critical Thinking • The ability to obtain information and identify key issues and relationships relevant to achieving a long-range goal or vision; to commit to a course of action to accomplish a long-range goal or vision after developing alternatives based on logical assumptions, facts, available resources, constraints, and organizational values.

24. 2. Leading in a Continuously Changing Environment • The ability to encourage others to seek opportunities for different and innovative approaches in addressing challenges and opportunities, and to facilitate the implementation and acceptance of change within the organization

25. 3. Developing/Empowering Others to Establish Collective Accountability for Results • The ability to develop and nurture effective relationships with colleagues and team members and to deal constructively with conflicts. The ability to develop subordinates’ competencies and enhance performance by planning effective development activities related to current and future jobs.

26. 4. Linkaging and Networking for Productive Partnerships • The ability to create and strengthen partnerships that can provide information, resources, and leverage to the organization; to define and harness synergies across the organization and with external partners. The ability to identify opportunities and perform measures that build strategic relationships between one’s area and other areas, teams, units, departments or organizations to achieve goals.

27. 5. Planning and Organizing for Greater Impact • The ability to establish a systematic course of action for one’s self and/ or others to achieve a specific goal; to plan and implement rational assignments of personnel and appropriately allocate time and other resources.

28. 6. Driving Performance for Integrity and Service • The ability to produce and deliver quality outputs, and achieve results/outcomes with consistent regard for customer satisfaction while adhering to the highest ethical standards of public office.

30. NOT TO PLAN CAN LEAVE YOU STALLED OR GOING ROUND IN CIRCLES

31. Goals and Discovery Focus on Desired Outcomes “What do I want to accomplish?”

34. APPLICATION

36. GOALS AND DISCOVERY: PERFORMANCE

38. WHAT YOU WANT OUT OF YOUR PROFESSIONAL LIFE

40. RD & ARD Assistant Schools Division Superintendent / Schools Division Superintendent 10 Years – District Supervisor 5 Years – Head Teacher / Principal 3 Years – Master Teacher 1 Year – Teacher III

41. 20 Years: Retirement Plan 10 Years: Education Plan 5 Years: House & Lot 3 Years: Family Leisure Pursuits 1 Year – Work-Life Balance

42. ASK: WHAT MUST I DO TO ACHIEVE MY GOALS?

43. Gain Inputs of Several People whether your goals are the right ones. • Goal may require a significant step chain. • Undertake a number of initiatives.

44. GOALS

45. BUDDY UP – GET INPUTS

46. Don’t Plan your Career Solo • Seek the input of others • Don’t restrict yourself to just one other person’s opinion • Seek advice with the people you trust and become a trusted advisor in return • Mentor one another • Consider engaging professional coaches

47. WORKABLE PLANS

48. Review and Reflect

49. WRITE UP YOUR PLAN

50. SET GOALS SOUGHT INPUT FROM OTHERS AND TAKEN THE TIME TO REFLECT AND REVIEW