Reference:

Career Quest http://domino1/highway.nsf/NewFrameset2?OpenForm&/CareerQuest.nsf

Leadership

Career Quest

IDP

Promoters

Sell and Saves

Policy Pro

Areas of focus

“How come I’m not getting the recognition I deserve?”

Career Quest is a tool that was created to support you in preparing and planning your career development discussions.

*Contains tips on how to identify your interests and assess your current skills.

*Ideas on how to acquire new skills important to a position of interest.

*Resume and interviewing tips.

*Manager discussion and action plan guides.

*Has questionnaires and models for help creating IDP.

To access: HR Express, Career opportunities-> career ->career quest

Getting Started

Matching your skills and interest to the right position at Progressive is key to making your journey a success. Career Quest was developed to help you understand those interests and apply them to positions available within the company.

*What do I like to do?

*What am I good at that I enjoy doing?

*What skills do I currently have?

*What are my most significant strengths?

*What skills/experiences/education do I bring from prior employment/positions?

*Once you've considered and answered

Identify you interest

Discovering your interests and what you aspire to be is not the end of your process. Now it's time to conduct a self-assessment to understand what you excel at and where you need further development. This self-awareness will help you identify how your current skills and job experience match to the skills required for the job(s) you have identified as your career interests.

Are My Options Realistic (questionnaire on Career Quest)

Career Development with IDP

Competency Assessment Library

Assess your Skills

Building a Career Profile with Individual Development Plan

Each year you should update your profile as part ofcareer pathing and development discussions with your manager. Revise and mo

1 Build you career Profile- give you the opportunity to reflect on your current and past accomplishments, your knowledge regarding the industry and your past and present areas of responsibility.

To fill out your Career Interests:1. Think about your career goals- Short term and Long Term– where do you want your careerto go in the future?2. Use the Job Description Libraryand Job Opportunity Listing toresearch jobs that may fit yourcareer goals.

Tools/ Resources: IDP

3. Document the types of jobs that

may advance your career goals

and the timeframe when you think

those jobs are achievable; provide

comments to further clarify your

goals.

4. Optional: select the shifts you

would want to work and offer comments. If you are happy with your shift. List the shift you are currently working.

Tools/ Resources: IDP cont…

Meeting with Your Manager to Review Your Career Profile with IDP

Your discussion should focus on your accomplishments, career goals and IDP so you can gather your manager’s feedback. Be open to revising your goals

Tools/ Resources: IDP cont…

Access Through HR Express -> Training and Development ->Create/Update Career Profile with IDP

When you start your IDP, the first Tab that will open is your Career Profile Tab.

That is where you want to list your long and short term goals.

Example of a good Short term goal- “Be here to help my peers”

Example of a long term goal- “ Your ideal Position”

Career Profile

Complete your Strength and Weaknesses.

For this area you want to link into -> Training and Development -> Careers -> Career Page -> Evaluate -> Leadership Competencies

Individual Development Plan

Career quest -> tools and resources ->career profile with IDP reference

guide ->

People Planning:

Building a Career Profile le with

Individual Development Plan

Participant Reference Guide

A Tool for setting your IDP can be found…

Choose one of the Competencies…

Business KnowledgeDecision MakingCreativity & InnovationPrioritizing, Planning & OrganizingDeveloping OthersRelationship BuildingOpen CommunicationsPersonal DevelopmentDrive for Results

Next you link out from our Share point site, Click IDP. From there you will have access to a PDF that has the complete descriptions for your Strengths

Strengths

What do you want to start/stop/continue to do in order to develop your area of strength/opportunity?

You will find the attribute that best describes your goal?

EX: My strength is Business Knowledge

My attribute could be: Understands the insurance industry and marketplace.

How will you accomplish this action? List what ever you feel you can do to show that you understand the insurance history such as Meet with a seasoned manager to gain knowledge of the organization’s history.

Why are you taking this action? You can copy and paste areas from your PE and list “from my mid year PE as a date stamp.”

Once you identify a strength

Business KnowledgeDecision MakingCreativity & InnovationPrioritizing, Planning & OrganizingDeveloping OthersRelationship BuildingOpen CommunicationsPersonal DevelopmentDrive for Results

Use this list of Competencies to pick one you would like to work on.

Save and send to manager when you are satisfied with what you have on you IDP

Describe an Opportunity

Check list:

Have you reviewed your job objectives?

Are you meeting, going above and beyond, or not meeting your objectives?

If you are meeting or not meeting ask yourself “What more can I do or How can I begin to”…

…do that no one else is doing?

…help a peer?

…help the company?

…make my self visible?

DO I deserve recognition?

Be Visible why…If you wish to be recognized, then do not be a lone worker. Stand out! Do not feel awkward when you “toot your own horn” for the value you bring to your company. In fact toot the horn loud and clear. If you seek accolades you will have to make an effort to stand out and be visible. It is all the more important to be visible in today’s workplace. Those with a brilliant track record and often recognized in the company have a higher chance of being retained when the layoff cycles begin.

Sell and $ave

Bring Value to your company and also to your Co-WorkersThe more you give the more you shall receive. If you have mentored peers, you are already in the good books of recognition.

If your co-workers have good things to say for you, the more popular you would be, and popularity is a very important step towards valued recognition in a company. Also don’t forget to appreciate your co-workers and managers too.If you have not gotten any promoters so far, ask for their feedback and listen to what they have to say and if they have to say something good about you, reach out to them first.

Bring value to your organization by presenting ideas on your current or new projects, or present a case on how your contribution can lead to an increase in revenue for the company.

Promote, Promote, Promote!

When? Ensure that you and your supervisor have enough time to discuss your career goals. Take initiative, do not wait for Sandra to come to you. Why? you do not want ask about it when she is on the way to a meeting or that you are scheduled for something. Meetings like this require more than a few minutes if you want it to be effective.

How should I let her know I want to discuss my career goals? Send a meeting request email or just walk in and to her. Where? Her desk or a feedback room if you feel you need more privacy.

What to discuss?

Come prepared with an agenda of your own. Discuss in depth the expectations from the present and planned projects and keep the task measurable.

Keep notes of suggestions Sandra makes, tasks, deadlines. Don’t be shy to communicate if the expectations do not match and/or you have a proposal to work on some other tasks within the team.

Make sure your expectations are reasonable.

Use good communication skills during this discussion and be a good listener.

Deciding to discuss Goals

1 Semi annual Performance reviews are not the only time when you discuss your career goals with Sandra. The goals should be set monthly or when the opportunity presents itself during the year.

2 Whether you had a great or a one you felt you good have done better on the previous year, now is the time to ensure a more positive one for the next year. Come to coaching sessions prepared to go over goal planning for the current year. Buy taking charge of your career is in your hands and you better be diligent and proactive about it. If you don’t take control now no one would and the outcome may not be to your liking.

3 Performance management is as much your responsibility as your manager’s, well in fact more of yours. Stay on top of your metrics. If you have any concerns make sure to get feedback on what more you can do if you feel you are not where you want to be.

4 Not tomorrow nor later – today is the time to take initiate: Managing your performance review and setting career goals with your boss strengthens your communication with. You have to market yourself continuously to be visible as a valuable contributor to the organization, if you do not toot your horn no one else will – so take charge now.

Taking control of your career goals.

Mention feedbacks you have given

Briefly mention what your job objections were and speak about what you did to meet them. Talk about steps you took to meet your objectives. Speak of future plans. Create a new objective.

Performance Evaluation

*Great Place to start: Career Quest and Update your IDP and resume

Document your Achievements in a daily, weekly or monthly journal.

If your efforts at the workplace have resulted in increased revenue for the company or just great salutations from the customers and clients you have every reason to be the on the list of those recognized for their contribution to the organization.

But if you have no record and have not reached out to your manager informing him/her about your success don’t blame anyone if you fail to be recognized or do not get that much deserved compensation or monthly bonus.

Create a Great Performance Assesment