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Transcript of Support Service Conference 26 June 2007 Investigating careers at the University Kate Tapper & Career...
![Page 1: Support Service Conference 26 June 2007 Investigating careers at the University Kate Tapper & Career Framework Team Support Services Conference 2007.](https://reader035.fdocuments.us/reader035/viewer/2022070306/5515e34e550346cf6f8b4de2/html5/thumbnails/1.jpg)
Support Service Conference26 June 2007
Investigating careers at the University
Kate Tapper & Career Framework Team
Support Services Conference 2007
![Page 2: Support Service Conference 26 June 2007 Investigating careers at the University Kate Tapper & Career Framework Team Support Services Conference 2007.](https://reader035.fdocuments.us/reader035/viewer/2022070306/5515e34e550346cf6f8b4de2/html5/thumbnails/2.jpg)
Whose life is it anyway?An exploration of Careers at the UniversitySupport staff conference - 26 June 2007
Clare Brophy, Staff Career Coach
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The individual has sole responsibility for their career
• Definition of ‘career’• Contemporary perspective – careers today• Why it is your responsibility
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Definition of career
• To run away in an uncontrolled direction!
• What you do for a living – your work
• Choice -employability -resilience
• Control• Continuous development• Contemporary
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Thought
“Effective career planning is about finding a job that works for you, matching who you are to the life you are going to lead.”
John Lees
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Baby bird
• Vulnerable• Needy/demanding• Expecting all to be
provided for you• Weak• Floundering• Falling out of nest
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Manager’s view!
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Big bird
• Highly visible• Inquisitive• Learning• Developing others• Enthusiastic• Energetic• Still going strong!
Try not to be as irritating
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‘Career’ - a complex idea for individuals
sequence of work experiences
projects
outside as well as inside the organisation
not just upwards
employability
life-work
come from and going to others around us
direction & progressionour own story making a difference
feelingsgrowing the future
learning using our skills
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Only you have the knowledge to manage your career!
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FACULTY OF ARTS
Paula Coonerty
Arts Faculty Manager
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Managers should take responsibility
for the careers of staff
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What is a career?
What is career development?
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Why not individuals?
Why not organisations?
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Managers are the key!
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Why are managers sometimes not
comfortable supporting
career development?
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Why should career
development of their staff matter to
managers?
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What can the manager do?
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Tim Phillips
Are careers an organisational responsibility?Support Services Conference June 2007
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What is a career?
• “the sequence of employment-related positions, roles, activities and experiences encountered by a person”
John Arnold, Managing Careers into the 21st Century
• “progress or advancement in one’s profession”• Planning• Development
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Why should the organisation manage careers?
• People are our most valuable resource• The organisation has a responsibility to
develop people• Career development attracts and motivates
good quality employees• To improve employee motivation• To improve employee retention• Good for our reputation
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Why should the organisation manage careers?
To fulfil organisational potential…
• “Careers are how skills and knowledge are acquired and spread, as employees move from one job to another”
• “Career movement is how organisational culture and values are transmitted. Corporate culture and networks are often key to rapid and effective action”
Hirsh & Jackson, Managing careers in large organisations
Career development is of direct benefit to organisations
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An Example: IT Strategy
Education Learning Teaching
Research & Enterprise
The Business
Information resources
Access: anywhere, anytime
Communication & Collaboration
Environment
GovernanceService
People
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OrganisationalLeadership
ManagementespeciallyChange
OrganisationalCulture &
Professionalism
IndividualDevelopment
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Who has the greatest responsibility for career progression?
• green = yes
• red = no
• only vote ‘yes’ once!
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I can see long-term career opportunities at the University...• manual?
• technical?
• craft?
• senior domestic?
• secretarial?
• admin?
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I can see long-term career opportunities at the University...
0
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sec manual sen dom admin technical craft
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I can see long-term career opportunities at the University...• research staff?
• lecturers?
• senior lecturers?
• professors?
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I can see long-term career opportunities at the University?
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70
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professor sen lec lecturer research
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My line manager shows an interest in my long-term career development...
• manual?
• technical?
• craft?
• senior domestic?
• secretarial?
• admin?
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My line manager takes an interest in my long-term career development...
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sen dom admin sec technical manual craft
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Do managers influence whether we see career opportunities?
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sec manual sen dom admin technical craft
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I have access to training & development relevant to my job...• manual?
• technical?
• craft?
• senior domestic?
• secretarial?
• admin?
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I have access to training & development relevant to my job...
0
102030405060708090
sec sen dom admin manual technical craft
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Implications for career framework
• line managers role (training from ’08)
• who is responsible for development opportunities?
• information about potential career choices
• ways of recognising positive performance
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Opportunities arising from Reward• single pay structure breaks down barriers
• information about all jobs in the organisation
• recognition of importance of progression opportunities
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What is the Career Framework Team doing now?• consultation & communication
• website live 26 September
• research
• planning
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Who are the Career Framework Team?• Derek Telling – Project Director
• Alison Bilgin – Project Manager
• Kate Tapper – Staff Development Manager
• Jenny Parkin – Career Framework Adviser
• Alison Smith – Project Support
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Support Service Conference26 June 2007
Investigating careers at the University
Kate Tapper & Career Framework Team
Support Services Conference 2007