Achieving More with the Career Framework

Transcription

1 Associate s Guide: Achieving More with the Career Framework Achieving More

2 No matter your job, your knowledge, skills and behaviors make an important and often, lasting imprint on the lives of your colleagues, our patients, their families and our communities. You should feel inspired to apply your existing capabilities and talents and develop new ones as you grow at OhioHealth. The Career Framework is one way we help you do that. What is the Career Framework? The Career Framework shows the different types of work done at OhioHealth and the different Career Levels at which that work is done. What s in it for you? The Career Framework enables you to envision different ways your career with OhioHealth could take shape over time. This toolkit can help you have conversations with your leader about your development and career progression, including how to: WE RE EXCITED TO SEE WHERE YOUR TALENTS TAKE YOU. Read on to learn more about Career Framework basics, career development tools and resources, tips for having effective career conversations with your leader and answers to Frequently Asked Questions. Grow in your current job, Explore opportunities in other areas of the organization (for example, in your current job but on a different unit or care site, or in a new job in a new area), Identify and build the necessary knowledge, skills and abilities to achieve your career goals, and/or Receive support from your leader and from other resources within OhioHealth. The Career Framework itself is not a guarantee of career progression or developmental opportunities. However, by using it to have open communication with your leader about your strengths and opportunities for development, it can help you take charge of your career development. 2 OhioHealth Career Framework eguide

3 Career Framework Basics Now that we know what the OhioHealth Career Framework is, let s take a closer look at how the various parts work together. First, here are a few key terms you need to know: Career Framework Key Terms Career Band Career Level Job Title Job Family Job Characteristics Career Bands are broad categories of work within OhioHealth. Operations Support (O) Business Support (B) Technical (T) Nursing Professional (N) Clinical Professional (C) Professional (P) Management (M) Executive (E) Within each Career Band, there are multiple Career Levels. A Career Level includes groupings of jobs that are defined by the same set of general criteria and have similar expectations. Career Levels are identified by letter and number pairings, like N2, P5, and O3. A Job Title is the name of a specific job at OhioHealth. Job titles are standardized across the organization. Examples include: Analyst/Specialist and Nurse Coordinator. A Job Family is a group of jobs that are part of a similar professional area. Examples include Environmental Services, Information Technology, Nursing and Security. Tip: Keep the term Job Family in mind. It ll be one of the primary ways you can search jobs across OhioHealth using the tools and resources we ll cover in the next section. Job characteristics are abilities and/or behaviors that are required in order to effectively fulfill the responsibilities of each Career Level. Like Job Titles, job characteristics are also standardized across OhioHealth. As a general rule, job characteristics include functional knowledge of the job, business expertise, leadership, problem solving, impact and interpersonal skills. OhioHealth makes available development ideas for each Career Level. That means you ll be connected to resources for your career growth. Learn more in the next section. 3 OhioHealth Career Framework eguide

4 How to Read the Career Framework This graphic is like a map and shows the full spectrum of Career Bands and Career Levels at OhioHealth. You can explore the online version of the map in multiple ways. Follow the Career Bands from bottom to top to see how jobs within a Career Band change with increasing responsibilities. Or, explore jobs in parallel Career Levels to consider how lateral movement can build broader skills. CAREER LEVEL O5 O4 O3 O2 Operations Lead Operations Specialist Sr. Operations Support Operations Support B5 B4 B3 B2 B1 Business Lead Business Specialist Sr. Business Coordinator Business Coordinator Business Assistant T5 T4 T3 T2 T1 Tech Lead Tech Specialist Sr. Tech Tech Tech Assistant N4 N3 N2 N1 RN Clinical Leader RN C4 C3 C2 Nurse Coordinator C1 Licensed Practical Nurse Clinical Advisor Sr. Clinical Consultant Clinical Consultant Clinical Specialist P5 P4 P3 P2 P1 Sr. Advisor Advisor Sr. Consultant Consultant Analyst/ Specialist M4 M3 M2 M1 Sr. Director Director Manager Associate Manager E4 E3 E2 E1 Executive Vice President Sr. Vice President President Vice President/ President O1 Operations Staff Operations Support Business Support Technical Nursing Professional Clinical Professional Professional Management Executive CAREER BAND 4 OhioHealth Career Framework eguide

5 A Closer Look Let s apply these terms to some representative situations. Here are descriptions of three (fictional) OhioHealth associates. You ll see their respective Job Title, Career Level, Career Band and Job Family. You ll also see what they ve identified as the next goal in their career development. Marie José Nancy Job Title: Tech Specialist Career Level: T4 Career Band: Technical Job Family: Laboratory Marie handles every specimen she evaluates as if it were from a family member or close friend. She d love to take the technical skills she s developed and use them in a clinical setting that involves more direct patient care. Marie s Career Goal: Move from T4: Tech Specialist to C2: Clinical Consultant T4 C2 Job Title: RN Career Level: N3 Career Band: Nursing Professional Job Family: Nursing José has never forgotten the caring nurse who comforted him in the Emergency Department when he had an asthma attack at six years old. He s wanted to work at a care site ever since, and wants to get more experience in his current job at OhioHealth. José s Career Goal: Remain at N3: RN while continuing to build his skills to bring best practices to his patients N3 Job Title: Sr. Consultant Career Level: P3 Career Band: Professional Job Family: Information Technology At each stage of her career in Information Technology, Nancy has gained new skills and delivered excellence along with her fellow associates. Now, she d like to grow her capabilities into a leadership role. Nancy s Career Goal: Grow from P3: Sr. Consultant to M2: Manager M2 P3 5 OhioHealth Career Framework eguide

6 Here s how each associate would use the Career Framework to move toward his or her career goal. Marie José Nancy Marie would like to move from T4: Tech Specialist to C2: Clinical Consultant. Here are the next steps she plans to take: Marie will visit careerframework.ohiohealth.com to review the details of the job she wants to explore. She will build on her core strengths and identify areas to grow her skills, knowledge and abilities. One resource she uses is the development ideas for C2. Then, Marie will meet with her leader to share her career aspirations, using the conversation tips to prepare. She ll continue to meet with her leader to share progress and seek additional support, if needed. José is excited to remain at his current Career Level, N3: RN, and to continue building skills to best serve his patients. Here are the next steps he plans to take: José will visit careerframework.ohiohealth.com to make sure he fully understands the job characteristics of his current job, as well as ways to expand within it. He will review the development ideas for N3: RN to explore ways to deepen his business expertise, leadership, problem solving, impact and interpersonal skills. Then, José will meet with his leader to share his goals, and they ll work together to make sure he is continuing to provide high quality, best practice service to his patients. Nancy is eager to move into a leadership job, growing from P3: Sr. Consultant to M2: Manager. Here are the next steps she plans to take: Nancy will visit careerframework.ohiohealth.com to learn more about M2 Career Level requirements. She will review the development ideas for M2: Manager to view suggested resources for learning and growing into her desired new job. Then, Nancy will talk with her leader about how she plans to grow in her career, using the conversation tips to prepare. She will meet with her leader to share progress and seek additional support, if needed. 6 OhioHealth Career Framework eguide

7 Tools and Resources One of the most important steps in taking charge of your career is to use the resources OhioHealth provides to help you learn, plan and grow. Using a mobile phone, tablet or computer, go to careerframework.ohiohealth.com no password is requred. Whether you want to grow stronger in your current job, or build new skills to prepare for a different job, this interactive website will inspire you to take charge of your future at OhioHealth today! Here s a sneak peek at the resources you ll find there. Resource Get inspired with a brief video Description Get an overview of the Career Framework in under three minutes by watching this video. DESIGN YOUR DESIRED CAREER PATH WITH SUPPORT FROM YOUR LEADER. After you check out these online resources, talk with your leader and create a plan to develop the additional skills required to grow in your current job or prepare for the next step in your career. Use the tips in this guide to help you prepare. Dive deeper with the Associate s Guide to Achieving More with the Career Framework Explore your future with the Career Framework interactive tool Learn and grow with development ideas This one s easy it s the guide you re viewing right now! Come back for a refresher about the key components of the Career Framework and the value it brings to your career development, to be reminded of available tools and resources, and for tips on how to have effective career discussions with your leader. Review the details of your own job or others you want to explore. Simply search by Career Band and Job Family. Build on your core strengths and identify areas to grow your skills, knowledge and abilities. Development ideas provide suggested resources based on job characteristics for each Career Band and Career Level. Examples of development ideas are being part of a project team, conducting peer discussions, watching videos, taking online courses and more. You can find development ideas in the job summary table on careerframework.ohiohealth.com after searching by Career Band and Job Family. 7 OhioHealth Career Framework eguide

8 Taking Action Starting right now, there are three things you can do to take charge of your career at OhioHealth. 1. Reflect Reflect honestly on questions like: What do I really like to do? What types of activities do I enjoy less? What do I do best? What are my natural talents? What kinds of activities energize me? Which ones drain my energy? Where do I see my career heading? What are my strengths? What do I want to work on? What feedback have I received from my leader, my colleagues, my patients or customers? (If you haven t received recent feedback from your supervisor or colleagues, ask!) Find the connections between who you are at home and at work. Do you have skills and experiences you want others to be aware of? If so, share with your leader and others who are supporting you in your career development. Make sure you understand the Career Framework and all available resources as you explore next steps in your career. 2. Plan Find out what each job does, and the skills and experience required, by using the interactive job navigation tool at careerframework.ohiohealth.com. Identify how you can enhance your knowledge and skills, and gain confidence to pursue your career goals. This could be in your current job or in another job you want to grow into at OhioHealth. Be sure to check out development ideas on careerframework.ohiohealth.com. Create or update your resume to make sure it s an accurate reflection of your past experience, skills, knowledge and interests. 3. Grow Share your desired career goals with your leader (see tips for an effective career conversation below). He or she will be your guide along the way. Create or revisit your Individual Development Plan (IDP). Use the development ideas available on careerframework.ohiohealth.com to guide you. Be open to shifting course on your development journey. New experiences may lead you in new directions ones that may be more interesting or a better fit for you than your original path. Check your progress by asking your leader and others if you re on track. Get feedback from other associates, internal partners or direct reports (if you have them). 8 OhioHealth Career Framework eguide

9 A Guide to Effective Career Conversations with Your Leader Remember: As you learn and grow at OhioHealth, be proactive in using the resources available to you. One of your most important sources of support is your leader. He or she can help you identify and pursue your desired career. Here are a few tips to consider as you have one-on-one conversations with your leader: Step 1: Set the Meeting First things first. Schedule time with your leader to discuss your career development. You are responsible for setting up this conversation. Try to schedule it at a time and location where you will not be distracted. Give your leader a heads up that you want to discuss your career and next steps. Step 2: Think About Where You Are Now and Where You Want to Go Reflect about your career thus far. Where have you seen success? What have you loved? Be specific about what happened in those experiences. Where have you struggled? What has been something you haven t liked? With the Career Framework, you can see multiple paths to take your career in the direction of what interests you most at OhioHealth. What answers came to mind when you asked yourself the questions in the Learn step above? Have you received feedback on a previous performance evaluation that should factor into your career planning? In what areas are you excited to grow and develop? Think deeply about these interest areas in advance so you can share them with your leader. 9 OhioHealth Career Framework eguide

10 Step 3: Explore Available Resources Be sure to use all the career resources available to help chart your desired path. Bookmark careerframework.ohiohealth.com, or set it as an icon on your mobile device, for easy reference. Use it as a handy go to tool that can be referenced over and over again as you continue your career journey. Remaining in Current Job Moving up Career Band Switching Career Bands If You re Thinking I really like what I m doing now. How can I continue to grow in my current job? I d like to take the next step up. I d like more responsibility and opportunities to get paid more. I d like to increase my expertise in a specific area. I m interested in becoming a leader. I like working at OhioHealth and I like this team, but I feel like I m not really doing what I love. I m sure there are other jobs that I d be interested in, but I m not sure where to start. I m interested in another job but it s not in the area I m working in now, so I m not sure how to pursue it. Consider Staying in touch with your leader. Ideally, you and your leader will talk two to three times a year about your development and your aspirations. This includes the importance and satisfaction of continuing to grow in your current job. Reviewing the development ideas (located on careerframework.ohiohealth.com) for your current Career Level. Reviewing the development ideas (located on careerframework.ohiohealth.com) for your current Career Level, or higher Career Levels within your current Career Band. Reviewing the Career Framework with your leader to determine what some next steps could be. For example, perhaps your leader could introduce you to a leader who leads an area you have interest in learning more about. Having a conversation with your leader about what you love to be involved in at work, and what you may feel is missing. Your leader will be able to share his or her perspective about the needs for your current job, as well as your strengths and possible development opportunities. Reviewing the development ideas (located on careerframework.ohiohealth.com) to explore available opportunities within or outside of your current Career Band. 10 OhioHealth Career Framework eguide

11 Step 4: Share with Your Leader After your self-exploration, you re ready to share with your leader the direction you d like to take your career. He or she can be one of your biggest supporters, and will be prepared to help guide your next steps. It s important to be honest with your leader about your aspirations. This meeting will be yours to lead, so think about the important items you want your leader to know. Depending on your goals, you may want to ask about taking on a new assignment, shadowing other jobs or getting feedback on a specific area of your performance. Another option is to talk with another leader with whom you have a good relationship, and ask him or her to be a thinking partner and coach to you. And finally, welcome and carefully consider any feedback you receive. Be willing to learn, grow and make changes if needed. Step 5: Take Action by Putting Your Plan on Paper Now, it s time to write your development plan. Use the Individual Development Plan (IDP) template available at careerframework.ohiohealth.com. Here s a helpful way to think about it, called the 70/20/10 learning approach: 70 percent of your development happens on the job, in your current role through continuous improvement and growth. 20 percent of your development should occur through mentoring, coaching and shadowing. Working with your manager is important, but also think of others who demonstrate the skills or behavior you want to develop and form new relationships. 10 percent of your development should occur through formal learning, such as online or classroom courses. 11 OhioHealth Career Framework eguide

12 Once you ve thought about what you d like to improve and your learning approach, use the Individual Development Plan (IDP) template available at careerframework.ohiohealth.com. This is a tool to help you and your manager identify a plan to support your current development needs and your future career aspirations. As you put your plan on paper, continue to think about the 70/20/10 learning approach. See below for some examples. 70% Experience (Develop by doing) Activities you can do while actively performing your current job. Volunteer to help roll out new processes Get involved in continuous improvement efforts (Kaizen, KPI Boards, etc.) Offer to assist on a task force like safety or customer service Take on a stretch assignment Understand the department s priorities and try to help initiate ways to make progress on those priorities Volunteer to cross train in another area of your department or learn a new task you are not familiar with Present to higher level management 20% Exposure (Develop through relationships) Working with one or more people as the development opportunity. Ask for feedback from peers and others with whom you work Develop a mentoring relationship with someone who has characteristics you admire Be curious about other departments and others roles Shadow other areas for the purpose of learning and connecting with others Observe and learn from individuals who are highly skilled 10% Education (Develop through training) Gaining instruction on techniques, information, theories, etc. Instructor-led classroom training E-learning or web-based training Informal learning (e.g. TEDTalks, YouTube) Reading articles, books, etc. Certifications College or university degree programs Step 6: Schedule Follow-up Meetings Following your initial conversation, it s likely you will want to take some time to reflect on what you discussed with your leader. You may also want to explore more resources or talk with others. Once you ve done so, determine if there are updates to your IDP. If so, make them and start trying new approaches. Schedule an additional meeting with your manager so that you can stay aligned. As you prepare for this meeting, think of specific ways you can ask your leader to support your learning journey. Remember: Development is a continuous process, and it s up to you to make the changes you want to see. Your journey is unique and you are in charge. Throughout the year, plan to meet with your leader two to three times to review and modify your IDP. 12 OhioHealth Career Framework eguide

13 Frequently Asked Questions We ve tried to anticipate some common questions you may have about the Framework and your own career development. Have more questions? No problem. Please speak with your leader to learn more, or to discuss how to best apply the Career Framework to your personal situation. Q: What is a Career Framework? A: The OhioHealth Career Framework is an approach to organize all jobs across the organization in a way that is transparent, simple and easy to understand. It is the foundation for supporting associate development and career growth. Most large companies like ours use a Career Framework but may call it something different. Q: Why does OhioHealth have a Career Framework? A: First, to support associate development and career growth. We want to make it easy for you to see jobs throughout our organization and understand what s required for them. Second, as OhioHealth has grown and moved from an individual care site approach to a system approach, we have developed inconsistencies in titles and jobs. The Career Framework organizes all jobs using a consistent approach. Q: How are Career Levels different from Career Bands? A: Career Bands are broad categories of work within OhioHealth. There are eight Career Bands: Operations Support (O), Business Support (B), Technical (T), Nursing Professional (N), Clinical Professional (C), Professional (P), Management (M) and Executive (E). Each Career Band has several Career Levels. A Career Level includes groups of jobs that are defined by the same set of general criteria and have similar expectations. Career Levels are identified by letter and number pairings, like N2 or O3. Q: What are job characteristics and why do we have them? A: Job characteristics are abilities and/or behaviors that describe the job. They are standardized across OhioHealth. As a general rule, job characteristics include functional knowledge of the job, business expertise, leadership, problem solving, impact and interpersonal skills. 13 OhioHealth Career Framework eguide

14 Q: What should I be thinking about if I want to move to a new job? A: The Career Framework gives you the structure and resources to pursue your career interests. Of course, moving to a new job may require gaining more experience by moving to a lateral position (a position at a similar Career Level), or by strengthening certain skills and/or performance in your current job. Also, when the time comes to move, there has to be a job available that matches your interests and skills, you need to apply for the job, and for the hiring leader to select you as the most qualified candidate. Q: I really like my current job! Is it okay to stay where I am? A: Of course! The Career Framework equally supports both growing in your current job, and exploring jobs and opportunities across the organization. So, if you re satisfied and engaged with your current work, that s wonderful. You can still take charge of your career by reviewing the characteristics of your own job at careerframework.ohiohealth.com. And you can build on your core strengths and identify areas to grow your skills, knowledge and abilities with development ideas. Q: I ve identified my path and have decided that I d like to pursue a different job. Now what happens? A: Identifying your path is an important first step. Remember to continue to grow and develop in your current job as you look for specific job openings that align with your desired path. As you find job openings that interest you, be sure to apply for the position. If you are the successful candidate and offered the job, great! If you aren t interviewed or aren t offered the job, consider talking with the hiring leader to get a deeper understanding of the job and learn where you might be able to further develop. Q: Can I work with someone else besides my direct leader to help plan my development? A: Yes. Sometimes associates find it more comfortable to work with a mentor or colleague when thinking about their development and career. 14 OhioHealth Career Framework eguide