career pathways for administrators · 2014-07-31 · benefits of career pathways for …...
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Career Pathways for Administrators
Sue Pandey
Human Resources Division
Career Pathways Project: Aims
assess skills and
attributes
identifying
development needs
plan their future
career moves
support SRD
University-wide
framework identify ‘career paths’
workforce planning
better utilize skills
make the most of
our people
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
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)
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
Career Pathways: Key Messages
Career Pathways is … Career Pathways isn’t …
about current role as well as
future roles
just for those that want to
progress
about development a quick fix for a performance
issue
about focussing on the
individual
about PD33 content or grade
a voluntary process, open to
everyone
required by everyone all the
time
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
Following SRD
Agree assessment and
identify skills gaps;
Complete devt plan
Carry out development;
Review devt plan – 6/12m
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
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
Skills Framework
Administrator skill areas
IT Committee skills
Organisational/time management Policy, process and systems
Training/facilitation/presentation Customer service and public relations
Analysis and investigation Facilities management
Project management Teaching and learning support
Budgeting/finance management
Research administration
HR management
Learning opportunities
• On-line learning
• On the job training
• Coaching with manager/colleagues
• Courses, workshops
• Work shadowing/exchanges/secondments
• Reading/own research
• Projects
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
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