C A R E E R D E V E L O P M E N T W O R K B O O K

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On your mark.

Get set.GROW!

CAREER DEVELOPMENT AT H.B. FULLEREmployee development is important to you, and it’s important to H.B. Fuller. We know you’re more inspiredand engaged when you have opportunities to grow professionally. And when we provide those opportunities,it positively impacts our performance and the growth of our business.

As a company, we are always striving to reach a higher level of success. We also know it takes insight,planning and action. Career Development Planning requires a similar commitment from you.

To start the process, schedule a meeting with your manager. Then use this workbook to guide you. Thequestions and exercises here are designed to help you create a vision, explore your options, focus your planand identify measurable results. They will help you expand your impact in your current role, as well asprepare for greater responsibility in the future.

As H.B. Fuller grows, our success will present more opportunities to employees who are proactive with theirown careers. You can begin by taking advantage of the tools and support we offer here. If you’re ready to buildmomentum for your career, we’re ready to help you. So let’s get started. On Your Mark. Get Set. Grow!

TWO PATHS TO EMPLOYEE DEVELOPMENT

C A R E E R D E V E L O P M E N T W O R K B O O K

TABLE OF CONTENTSON YOUR MARK STEP 1 – Creating Your Vision .............................................................................................. pages 3-4

GET SET STEP 2 – Planning: Assess, Explore and Prioritize ................................................................ pages 5-8

STEP 3 – Planning: Focus and Strategize ............................................................................ pages 9-10

GROW! STEP 4 – Taking Action ........................................................................................................ pages 11

THE RESULTS ARE IN STEP 5 – Measuring Progress and Impact............................................................................ pages 11-13

APPENDIX A: Individual Career Inventory .................................................................................................. page 14

APPENDIX B: Employee Development Plan ................................................................................................ page 15

This book belongs to:

IndividualDevelopment

Planning

• Participation is expected of all employees

• How can I be more effective in my current role?

• Participation isn’t mandatory, but highly encouraged.

• How can I expand my impact and assume greaterresponsibility?

At H.B. Fuller, our employee development approach has two paths: Individual Development Planning, which is expected of allemployees, and Career Development Planning, which is for employees who want to take professional development to the next level.

CareerDevelopment

Planning

ON YOUR MARK

H.B. Fuller’s approach to employee development focuses on those areas where your aspirations andour business needs intersect.

STEP 1 – Creating Your Vision

At H.B. Fuller, employee development focuses on those areas where your aspirations and ourbusiness needs meet. In other words, we look at what we need from each other to grow and succeed.To begin the Career Development Planning process, you should identify and articulate a vision foryour career. Completing the statements below will help you to clarify what career success means toyou. Once you’ve defined your vision, your manager can help you look at those areas where youraspirations and H.B. Fuller’s business needs overlap.

, In my current role, I can strengthen my impact by:

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Your career aspirations

H.B. Fuller business needs

Areaof focus

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, In three to five years I want to:

, My long-term aspirations and goals are:

, Specific roles, activities, responsibilities and environments that interest me are:

, Areas where my aspirations and H.B. Fuller’s business needs intersect are: (Your manager can helpyou to identify these areas.)

C A R E E R D E V E L O P M E N T W O R K B O O K

GET SETSTEP 2 – Planning: Assess, Explore and Prioritize

Career Development Planning is a very individualized process. Career success means different thingsto different people, so your vision and plan of action will be unique to you. To determine a course ofaction, you should first look at where you are professionally compared with where you want to be.Then identify individuals, resources and opportunities that will help you fill the gaps that you see.Once you complete this section, you should draft a preliminary Employee Development Plan to reviewwith your manager, as well as anyone else who can provide you with valuable insight and feedback

Assessing where you are today

, My career history is: (Complete Individual Career Inventory, Appendix A.)

, My current knowledge, skills and abilities are:

, My most significant professional accomplishments (and why they are important) are:

Exploring how to fill the gaps

, The knowledge, skills and abilities that I need to develop to achieve my goals are:

P A G E 5

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, In order to fill these gaps, I could:

, I could benefit from these courses, seminars, web-based training, etc.:

, It would be beneficial for me to talk to these individuals:

, Some other resources for me to learn from include (journals, books, web sites, etc.):

Prioritizing opportunities

, Other opportunities that would expand my experience in a relevant way (volunteering, specialassignments, coaching, shadowing, etc.) are:

, Of the opportunities I’ve listed above, those that appeal to me the most are:

, In order to make these happen, I would need to:

, Obstacles I may face are:

, I would need the support of:

Once you have completed this section, use the information to draft a preliminary EmployeeDevelopment Plan to review with your manager. (See Appendix B.) We realize employees appreciatethe ability to complete these forms online. Soon we will add the Employee Development Plan toHBFLink.

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THE CAREER DEVELOPMENT PLANNING PROCESSStriving to reach a higher level of performance requires insight, planning and action. The five steps listedbelow will help you determine what you want out of your career and how to get it.

What’s in it for you?

For you, Career Development Planning provides an invaluable opportunity to:

, Make a bigger difference, Prepare for greater responsibility, Try new things and meet new people, Gain greater visibility within our company, Develop new skills to broaden your future career choices

STEP 1:Create your vision. What are my goals and aspirations? Where do they intersect with H.B. Fuller's business needs?

STEP 2:Explore your options. Where am I today? How can I perform at a higher level?Where do I want to be? How can I fill the gaps that I see?

STEP 3:Focus your plan. What do I need to do? What resources do Ineed? How will I measure my success?

STEP 4:Your plan is in place. Take action!

STEP 5:Measure progress. Am Imaking an impact? Do I needto adjust my plan? How can Istay on the path to success?

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STEP 3 – Planning: Focus and Strategize

While it’s important for you to drive your own Career Development Planning, H.B. Fuller is committedto supporting you. One of the ways we do that is to ensure our managers know career development isimportant to us and their participation is critical. By reviewing your preliminary EmployeeDevelopment Plan with your manager, and completing the statements below together, it will providean opportunity for you to agree on a course of action, discuss resources needed and determine how tomonitor and measure your success.

, Obstacles I may face are: (Your manager may help you identify some roadblocks you haven’talready considered.)

, Resources we need to secure (support from others, funding, etc.) are:

, In order to secure these resources, we need to:

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, In addition to quarterly meetings with my manager, I will track my progress by (keeping a log,providing written updates, etc.):

, The impact and results of my plan will be: (Consider benefits to you and the company.)

, We will measure my success by looking at: (Consider benefits to you and the company.)

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GROW!STEP 4 – Taking Action!

Congratulations! With your manager’s support, you’ve developed a plan that not only buildsmomentum for your career, but also benefits our organization. It’s unique to you and your aspirations,and it will help H.B. Fuller achieve its goals. Now, it’s time to take action. Remember to check inwith your manager on a regular basis, and ask for his or her assistance if you need it.

THE RESULTS ARE INSTEP 5 – Measuring Progress and Impact

At H.B. Fuller, Career Development Planning is a dynamic, ongoing process. To monitor your progressand measure your success, you should plan to meet with your manager on a quarterly basis. Quarterlymeetings also provide an opportunity for you to review your course of action and make any necessaryadjustments so your plan continues to inspire you and keep you on the path to success!

Use this space to track your results and summarize your quarterly meetings.

1st Review:

, My key actions this quarter were:

, My key learnings were:

, The impact and results of these actions were:

, These provide a benefit to the company by:

, Other comments/observations:

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2nd Review:

, My key actions this quarter were:

, My key learnings were:

, The impact and results of these actions were:

, These provide a benefit to the company by:

, Other comments/observations:

3rd Review:

, My key actions this quarter were:

, My key learnings were:

, The impact and results of these actions were:

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, These provide a benefit to the company by:

, Other comments/observations:

4th Review:

, My key actions this quarter were:

, My key learnings were:

, The impact and results of these actions were:

, These provide a benefit to the company by:

, Other comments/observations:

APPENDIX A:C A R E E R D E V E L O P M E N T W O R K B O O KP A G E 1 4

1. Position: Date:

What you delivered:

What you learned:

2. Position: Date:

What you delivered:

What you learned:

3. Position: Date:

What you delivered:

What you learned:

4. Position: Date:

What you delivered:

What you learned:

Name: Region:

Date Completed: Manager/Supervisor:

APPENDIX A:

INDIVIDUAL CAREER INVENTORY

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Please photocopy form prior to completing if you need additional space.

Date: Employee Signature:

Date: Manager Signature:

Name: Date: Manager:

Experience: Coaching Opportunities: Education:

• Action learning • Targeted ongoing behavioral coaching • Course study

• Job scope increase or change • Practice presentations • Self-study

• Replacement/temporary assignments • Shadowing • Professional associations

• Fix-it projects • Seminars

Reporting: Comments:

1st review date:

2nd review date:

What do you need to do to be more effective in your current role?

Actions Dates: What do you expect to learn?

1.

2.

3.

What are your long term professional goals? (3-5 years)?

What do you want to learn to position yourself for expanded responsibility?

Actions Dates: What do you expect to learn?

1.

2.

3.

APPENDIX B:

EMPLOYEE DEVELOPMENT PLAN

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APPENDIX B: C A R E E R D E V E L O P M E N T W O R K B O O K P A G E 1 5

Individual Development Plan (required)

Career Development Plan (encouraged)

Please photocopy form prior to completing if you need additional space.

H.B. Fuller CompanyP.O. Box 646831200 Willow Lake BoulevardSt. Paul, MN 55164-0683

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