using a living professional development plan (215525421)

8/12/2019 Using a Living Professional Development Plan (215525421)

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Using a Living Professional

Development Plan

March 17th 2014

Martin Klubeck, University of Notre Dame

Don Padgett, University of Notre Dame

Connect: Chicago



IT’S ALIVE – IT’S ALIVE



Common Language

Training vs. Professional Development

Key Components of a Plan (PDP)

Master Task List (MTL)

The Awesome Attributes

Skill Evaluations

Bonus BenefitsWhat's Next?

USING A LIVING PROFESSIONAL

DEVELOPMENT PLAN

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DEFINING PROFESSIONAL DEVELOPMENT

Training

Required tasks to do the job

Professional DevelopmentIs Everything Else

(Including Training)

Get ‘er done!

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It’s more about the relationship than the differences

Above the Line

Below the Line



WHY BOTHER?

Why don’t you hire workers who are 100% skilled?

Because you can’t afford them

Your organization’s greatest assets are ______,

Don’t train

Use inferior training vehicles

Train on the wrong things

Don’t evaluate skill levels

Don’t know what workers really do

Don’t know what workers really can do

The largest recurring expense for most organizations _________

But in most organizations the training budget tends to be the smallest

are salaries

people

so don’t you find it strange that we

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BUILDING BLOCKS

We pay people for what they DO

- not what they know!

The Task is KEY

We don’t pay a person for their knowledge;

we pay them to APPLY that knowledge!

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Qualifications / Minimum Requirements

Operation Manuals

The person doing the work

Job Descriptions

Performance Evaluations

Resumés

SOURCES FOR TASKS

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BRAIN DUMP: TASKS

What does the position require you to do?

Avoid compounds!

Ensure actually a task for this job

Lead with an Action Verb

Let’s get started

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Job Description

The Information Strategy team within University Relations is committed to

providing excellent partnerships with business units across University

Relations, specifically around the infrastructure and associated use and

deployment of information. Information Strategy is dedicated to the:

-Organization and management of data.-Definition and architecture of data as related to University Relations.

-Effective use of information that provides insight into better decision making.

-Reduced risk of errors.

-Innovative uses of data and information to drive improved productivity and

operational efficiency, increased departmental agility, and higher

performance.

BUILDING YOUR MTL

FINDING MORE BRICKS

Organization

drive

Reduced

use

management data

information

risk of errors

productivity

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BUILDING YOUR MTL

FINDING THE BRICKS

Minimum Qualifications

-Collaborate with partners across Development to understand information needs and

interface with upstream data owners to integrate key data sources to be used in

reporting environment. Leverage a leading edge data architecture design to provide

maximum flexibility, scalability, and usability of data for reporting and analysis

-Work with internal customers to develop tools and services such as dashboards,

scorecards, data insights, and ad-hoc analyses.

-Promote self-service data retrieval model within Development by providing

consultative services on data analysis, reporting tools and reporting best practices.

-Assist in every stage of information use from creating communication and solicitation

segmentation, development of KPI metrics and dashboards to track fundraisingperformance, to the creation of standard and ad hoc reports.

-Maintain data governance policies and procedures to ensure standard data

definitions and uses across the department.

Collaborate

Promote

Maintain

development

partners

data retrieval

dashboards

policies

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101 METHOD

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Complexity to Teach/Learn

Complexity of Task

Criticality

FrequencyDaily Weekly Monthly or more

How often is this taskperformed?

High Medium Low

How complex is this task?

ComplexVery complex Not complexHigh Medium Low

ComplexVery complex Not complexHigh Medium Low

How complex is this task?

How complex is this task?ComplexVery complex Not complex

High Medium Low

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DETERMINING REQUIRED SKILL LEVELS

Employee View

Supervisor view

Rare!

Rare!

2 - Developing

3 - Experienced

5 - Expert

4 - Proficient

1- Novice

And the Winner is…

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EVALUATING CURRENT SKILL LEVELS

Employee View

Supervisor view

Rare!

Rare!

2 - Developing

3 - Experienced

5 - Expert

4 - Proficient

1- Novice

And the Winner is…

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BONUS BENEFITS

Build Database Job TasksBuild Skills Database

Cross-train Easier

Training for New Positions EasierQualify Before Seeking

Clearly Define What Each Position DOES

Identify suggested training vehicles

Identify suggested Job Aids

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NEXT STEPS

• Create job aids (optional)

• Identify training sources

• Schedule the training

• Evaluate the effectiveness of the training

• Repeat and rinse until reach desired skill levels

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QUESTIONS?

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USING A LIVING PDP

Why Organizations Struggle So

Hard to Improve So Little

SUGGESTED REFERENCES and Credits

United States Air Force

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USING A LIVING PDP

Please take a few minutes to complete the

Online Survey at:

http://www.educause.edu

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Using a Living Professional Development Plan

Contact Us

Don Padgett [email protected]

Martin Klubeck [email protected]

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mailto:[email protected]




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