Talent Manatgement Process for Career Development

Career Development Plan

Category of work Type of resource Product and/or
Activities and/or Expertise Deliverables
I. Identify Career Goals
0 Annual review of career plan (IV.); if none, start with 1 below. Performance Appraisal
1 Employee identifies desired direction Employee
2 Organization defines organizational goals and resources necessary to meet them Performance Appraisal Goals Form
3 Employee identifies potential work goals to support organizational goals Performance Appraisal Goals Form
4 Employee identifies current skill set Employee Inventory for Job Roles
5 Organization performs employee performance appraisal Supervisor Performance Appraisal
6 Supervisor matches employee interests and career goals to meet organizational goals Supervisor
7 Alignment meeting(s)
II. Identify New Assignments
8 Identify internal new assignments appropriate for career path (Primary Manager /
Consideration, based on employee performance)* Supervisor
9 Identify off-hours options and opportunities appropriate for career path
10 Coordinate with appropriate individuals for opportunities

a Select new assignments with timeline (1-3 year outlook) and measures for success Document Conversation
Integrate into PA process
b Identify organizational goals to be achieved by new assignments Performance Appraisal Goals Form
c Identify employee goalst to be achieved by new assignments Performance Appraisal Goals Form
III. Identify Learning Opportunities
11 See Education & Training Work Plan Education & Training Plan
IV. Collaborative Review between Supervisor and Employee
12 See Performance Appraisal Work Plan Performance Appraisal
V. Conduct Work and Record

13 During the course of the year document and report progress against goals to
supervisor in a format and time frame agreed to with you and your supervisor

VI. Observe and Record

14 Observe and record performance during the course of daily operations Performance Observation Template
15 Summarize documentation
16 Regularly communicate and reinforce positive behaviors
17 Call out un wanted behavior as they occur or in a timely manner if the present
circumstances are not appropriate for immediate discussion
VII. Interim Checks

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 Talent Manatgement Process for Career Development

18 Review progress at least quarterly

19 Review as changes occur to plans
VIII. Adjust Plan as needed
20 After review sessions, make adjustments to plan and document the changes
IX. Annual Review of Career Plan
21 This should be tied into the annual performance review process Career Development Plan
X. Evaluation and Appraisal
22 See Performance Appraisal Work Plan Performance Appraisal
TOTAL EFFORT
NOTES
I V can be done in phases as the data is collected, such as gap assessment, learning plan, etc. or it can be done together.
Identify opportunities within University Administration appropriate for organization
* and career path (Coordinated with other organization and must be a high potential
employee with strong PA)

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