1 / 6

Career Navigator and Tracking

Career Navigator and Tracking. Presenters: Ron Sober, Learning Specialist – Human Resource Development Jennifer Mitts, Compensation Analyst – Compensation & Classification Steve Drews, Compensation Analyst – Compensation & Classification. Today’s Objectives.

werner
Download Presentation

Career Navigator and Tracking

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Career Navigator and Tracking Presenters: Ron Sober, Learning Specialist – Human Resource Development Jennifer Mitts, Compensation Analyst – Compensation & Classification Steve Drews, Compensation Analyst – Compensation & Classification

  2. Today’s Objectives • Look at UM Career Development Philosophy and what has led up to our current tools • Walkthrough the Career Development, Career Path Navigator, and Performance Management websites • Q & A as well as open discussion of lessons learned and what’s ahead

  3. UM Staff Development Philosophy • Career development is the path taken by the employee, with support and encouragement from management, using tools and resources provided by the organization, to build life-long careers and achieve long-term work/life satisfaction!

  4. Career Paths In a Perfect World What It Feels Like

  5. New Classification System to Help With Career Paths? Former Classification System Market-Referenced System No salary grades Clear career families are apparent Movement within positions with a market-proven series are clear (e.g., Associate to Intermediate to Senior) What starts to become unclear: Movement across series Movement of positions with NO market-proven series Movement across career families • Internal salary grades • Broad “career families” that were more like categories (e.g., Office, Technical, etc.) • Too many classifications with names not easily associated with a career discipline (e.g., Administrative Associate, Program Associate, etc.) • Career progression was viewed as “climb the salary grades ladder”

  6. Career Path Navigator • Designed to Provide a Basis for Comparison Yet Still House the Market-Referenced System • To provide a hierarchy of market positions based on external market data • To assist with planning • Generate options not otherwise apparent • Provide actual experience – show the frequency of occurrences of staff movement over the past several years

More Related