HomeMy WebLinkAbout05.a. Discuss Career Development ProgramItem 5.a.
May 4, 2021
T O: A D MI NI S T R AT I O N C O MMI T T E E
F RO M :C HR I S T I NA G E E, MA NA G E ME NT A NA LYS T
RE V IE WE D B Y:T E J I O'MA L L E Y, HUMA N R E S O UR C E S A ND O R G A NI Z AT I O NA L
D E V E L O P ME NT MA NA G E R
R O G E R S. B A I L E Y, G E NE R A L MA NA G E R
S UB J E C T: D I S C US S C A R E E R D E V E L O P ME NT P R O G R A M
C entral San has designed a Career Development Program to help employees work toward a defined
professional goal through job shadowing and career coaching. For employees thinking about switching jobs,
working toward a potential promotion, or dreaming of what their professional future might look like, the Career
Development Program is an opportunity to create and follow through on a plan to reach their career goals,
whether inside or outside their current workgroup.
T he first step of the program begins with a Career Development Plan (CDP) form, initiated by the employee and
finalized with their supervisor and Division Manager. T he CDP form (Attachment 1) will identify their goals, as
well as the actions and resources needed to get them there. T he Human Resources and Organizational
Development Division will use the CDP to pair the employee with a Career Coach at Central San to help them
explore their chosen career, understand the associated obligations, obtain training and education, perform job
shadowing, and gain hands-on experience that is allowable within their current job class.
C entral San is of f ering this program to engage its employees, help them reach their individual career
goals, equip them with new tools and skills to help make them more competitive for promotional
opportunities, and assist in setting realistic expectations of career growth and identif ying areas that need to
be developed before becoming eligible f or their next career milestone.
T his program is voluntary, promotions are not guaranteed, and employees are not required to participate.
Time spent toward the program should not be excessive, and participants' supervisors will be asked to
work with their C areer C oach to approve time needed f or training. W hile this program is designed to help
employees along the way toward their goals, the success of the C D P relies on the employee. T hey are
responsible for any educational requirements needed to be competitive f or their desired career and can
use C entral San's Tuition R eimbursement P rogram to assist with funding their courses up to $2,000 per
fiscal year.
T he launch date for the Career Development Program is to be determined based on the status of the
pandemic and return to work, since in-person job shadowing is an integral experience to making a decision
about a potential career change. Once implemented, the program will be available to employees at any
time. T he inf ormational brochure (A ttachment 2) is enclosed.
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Staff will be available at the Committee meeting to answer any questions.
Strategic Plan Tie-I n
G O A L FO U R : Workforce Development
Strategy 1 – Proactively plan for future operational staffing needs, Strategy 2 – Foster relationships across all levels of
Central San, Strategy 3 – I nspire employee engagement
AT TAC HM E NT S :
D escription
1. Career Development Plan F orm
2. Career Development Program B rochure
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CENTRAL SAN – CAREER DEVELOPMENT PLAN
Name:
Date:
Position:
Supervisor:
Self-Assessment
Career interests developed in my current position/past education:
Skills and competencies to be developed:
Vision of future career direction:
Career Goals
Short-term (1-2 years):
Medium-term (2-5 years):
Long-term (5+ years):
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Development Activities and Milestones
Action Steps Milestones/Success Measures Target
Completion Date
Short-
term
(1-2 yrs.)
Medium-
term
(2-5 yrs.)
Long-
term
(5+ yrs.)
Resources Needed
Tuition reimbursement per year:
Career Coaching
Frequency of meetings with coach:
Time required:
Cross-training or job shadowing:
Central San-sponsored training:
Classes required for program:
Employee signature _____________________
Supervisor signature _____________________
Division Manager signature _____________________
Once all parties have signed the completed form indicating approval of this Plan,
please submit electronically to Christina Gee to be paired with a Career Coach.
Form Submission
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Steps for Program Participation
The employee fills out a Career
Development Plan Form and submits it to
their supervisor.
The supervisor meets with the employee
(along with the Division Manager) to
discuss the desired career plan further.
-All educational requirements to achieve
the desired goal will be the responsibility
of the employee.
Human Resources identifies a career
coach and assists with setting up the first
meeting.
The employee meets with their coach to
gain a better understanding of their career
choice and the associated obligations.
The employee’s supervisor works with the
coach to approve time needed for training.
The employee takes the courses required to
be more competitive for their desired career
while working with their coach to gain
any possible hands-on experience allowed
within their job class.
If you have any questions
about the Career Development
Program, please contact
Christina Gee.
Career Career Development Development ProgramProgram
1
2
3
4
5
6 Central San
1270-1/21
The Career Development Program
Form can be found on
San Central.
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Reasons to have a Career Development Program
Retain valuable employees
Better equip existing staff with tools to increase eligibility for promotion
Increase employee engagement
Provide opportunities for staff to remain relevant and on the cutting edge of technology
This program is voluntary
The career coach provides support and guidance but the success of the plan relies on the employee
Employees may use the existing Tuition Reimbursement program to assist with funding their courses up to $2,000 per fiscal year
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