Career Pathways for Administrators

Transcription

1 Career Pathways for Administrators Sue Pandey Human Resources Division

2 Career Pathways Project: Aims assess skills and attributes identify career paths University-wide framework support SRD identifying development needs better utilize skills plan their future career moves workforce planning make the most of our people

3 Career Pathways for Administrators Objectives identify career paths for administrators identify development needs to support both current and future roles encourage progression of under represented groups into senior administrator roles identify potential challenges and blockages to career progression, and make recommendations to resolve these identify gaps in development provision and set up this provision, within budgetary constraints

4 Benefits of Career Pathways for individuals Career Pathways offers the potential for individuals to build and transfer job skills and behaviours from one context to another, to broaden their range of expertise and to seek out different challenges. identifies learning required for current role and to make next career steps identifies potential career paths through the grouping of roles into job families increases the transparency and consistency of role requirements across the University (skills, attributes)

5 Benefits of Career Pathways for the organisation Career Pathways offers the organisation the potential to have the right people with the right skills to perform the work that needs doing, both currently and in the future offers managers a University wide framework to support their team members with career development enables the organisation to align individual aspirations and abilities with organisational resource needs highlights issues for workforce planning eg skill shortages, succession planning

6 Career Pathways: Key Messages Career Pathways is about current role as well as future roles about development about focussing on the individual a voluntary process, open to everyone Career Pathways isn t just for those that want to progress a quick fix for a performance issue about PD33 content or grade required by everyone all the time

7 Staff Review and Development and Career Pathways Prepare for SRD discussion Use framework to assess skills and attributes SRD discussion; review targets, future aspirations, identify development Agree assessment and identify skills gaps; Complete devt plan Following SRD Carry out development; Review devt plan 6/12m

8 Career Pathways Process Behavioural attributes framework Skills analysis for each grade in job family Match and Gap self/manager compare your skills/attributes to current or next role 1:1 with manager to agree development plan

9 Behavioural attributes framework 4 levels A D, covering University roles at Grades 1-12 Communication Relationship Building Valuing Diversity Achieving Results Strategic Focus People Development Negotiating and Influencing Innovation and Change

10 Skills Framework Administrator skill areas IT Organisational/time management Training/facilitation/presentation Analysis and investigation Project management Committee skills Policy, process and systems Customer service and public relations Facilities management Teaching and learning support Budgeting/finance management Research administration HR management

11 Learning opportunities On-line learning On the job training Coaching with manager/colleagues Courses, workshops Work shadowing/exchanges/secondments Reading/own research Projects

12 Challenges Departmental support involvement from managers Individuals are realistic about their expectations re vacancies, promotions Ensure skills frameworks address more specialist areas Culturally acceptable to discuss career aspirations and move between University institutions For future, system and resources in place to capture and use the information eg for talent management, succession planning, secondments