Career Planning at UM

Career growth and professional development are key drivers for employee engagement, and engagement is the key to high productivity. We recognize that people are inspired by a vision of their future options and goals, and we want our employees to see U of M as a place of potential for them, a place to build a career. We also want our employees to feel confident that, as an organization, we will support them in their professional development.

This information has been developed to help UM employees and their managers understand the Career and Professional Development model and how it contributes to effective career planning.  More specifically, this webpage provides the tools necessary for employees to engage in self-development and can be used by managers in succession planning.

Effective career planning has four phases, explore, assess, develop and prepare, which include:

1.      Exploring potential career opportunities within the UM to identify positions of interest with the potential to meet short and long term career goals. 

 

2.      Assessing an inventory of skills, abilities, knowledge, and values to identify which are transferrable, which may benefit from an upgrade, and which skills are core strengths.

 

3.      Developing through training and learning opportunities that help expand skillset to reach goals, considering both formal and informal learning activities best suited to learning styles.

 

4.      Preparing to showcase skills, accomplishments, and career progression with a professional resume / application. While attaining a different position is not always the end goal, having an up-to-date toolkit is essential.

 

 

Exploring Career Opportunities

UM employees work in many functions including finance, student affairs, procurement, general administration, animal care and agricultural, libraries, research, marketing and communications, information technology, trades, caretaking, food services, and many more.  The Classification Specifications provide a detailed outline of the nature and complexity of work at a particular level, including necessary qualifications and experience.  Also, current employment opportunities can be consulted over time to learn about specific qualifications and skills that are in demand.  Brush up on common job seeker FAQ's pertaining to working at the University and using REACH-UM.

While not all employees aspire to move up within an organization, having an understanding of the expected skills, qualifications, and competencies is necessary to progress.  Also, for succession planning purposes it is important for managers to consider developing employees for future vacancies.  A typical vertical career path may look as follows:

Functional assistants: commonly provide support for functional specialists, professionals, supervisors, and management.  Preference for secondary school completion and technical certificates.

Functional specialists and professionals: commonly require undergraduate degree and/or applicable professional designation.  Functional expertise highly valued and supervisory skills may be required.  Includes Student Advisors, Accountants, Animal Technicians, Buyers, Library Supervisors, IT Professionals, Development Specialists, Technicians, and respective supervisors.

Management: commonly require a minimum undergraduate degree and/or applicable professional designation.  Experience managing resources (human, financial, etc) highly valued at this level. Includes Managers, Directors, and Senior Leaders.

To advance within a functional career path may require an upgrade in qualifications and development of certain competencies.  To move or advance to a different career path, employees should consider development of new or transferable competencies.  For example, a lateral position may provide the opportunity to develop supervisory skills.

Tool

Application

Classification specifications

 

The majority of positions at the University have classification specifications that outline the qualification, skills and competencies required.  This information is available electronically to staff through the website.

 

UM Employment Opportunities

 

Information on applying to and working at the UM, as well as employment opportunities.

 

Reach UM

Online job application portal that identifies all current vacancies.  A job posting is created for each posting that identifies the qualifications, skills and competencies required as well as necessary experience.

 

LDS Career Planning Workshop

The UM Employee Career Development model includes four phases: explore, assess, develop, and prepare. This session provides employees with an overview of the first phase by exploring various career paths and opportunities within the University of Manitoba community.  Employees will briefly learn about the importance of career planning to meet short and long term career goals.

 

Leadership, Co-Workers and Human Resources

Your current manager, human resources staff, co-workers and other leadership are all valuable sources of information to assist in career planning efforts. 

 


Assessment

All employees should consider a 360° self-assessment: looking back, looking around, and looking forward.  Consultation with managers through Performance Review will help assure that action planning takes place if gaps are identified.

1)     Looking Back - What kinds of positions have you held and is there a common theme?  Consider your years of experience, the kind of role you’ve commonly held, and the environments in which you’ve commonly worked in.  This information can be used to build experience statements to use for resume writing.

For example:

“Ten years’ progressive IT consulting experience in large, public institutions…”
“Three years’ experience offering administrative support to senior Academics in Food Sciences”  

2)      Looking Around - Consider your core competencies, qualifications, and values and motivations.

a)      Competencies: the Employee Self-Assessment guide has been developed for the purpose of self-exploration in the context of career development to help indicate which are core strengths and which would benefit from additional training and supports.

b)      Qualifications: what are your skills, abilities and qualifications?  Do they match to future career goals?  If not, are you able/willing to achieve those necessary and what are the resources available to you?  To assist in this exercise, it is useful to review and update your resume and consider how you can adjust to assist you in getting your next career move.

c)       Values and Motivations: how did your past jobs reflect your values? Does your current job reflect your values? What future jobs will support your values?

3)      Looking Forward - What competencies and qualifications will position for future success?

In consultation with your manager, a personal development plan outlines educational and development pursuits as it pertains to your current and future career aspirations at UM.

Tool

Application

Employee Self-Assessment

 

 

The Employee Self-Assessment guide has been developed for the purpose of self-exploration in the context of career development and may help indicate which are core strengths and which would benefit from additional training and supports.

 

Work Values Self-Assessment

 

 

 

Seeing their own personal values reflected in the nature of work can motivate employees in a particular type of occupation.  While no values are right or wrong, employees may experience higher motivation and commitment when the nature of work is a reflection of their values.

 

Self-Assessment and Personal Development Workshop

This session will encourage employees to assess and take inventory of skills, abilities, knowledge, and values (competencies) to identify which are transferrable, which may benefit from an upgrade, and which are core strengths.  Employees will learn how to engage in training and learning opportunities that help develop competencies to reach goals, considering both formal and informal learning activities best suited to learning styles.

 

Performance Review Process and ongoing discussion with Manager

Opportunity to discuss professional development needs, goals, and objectives with managers.


Develop

Employees are encouraged to engage in training and learning opportunities that help expand skillset to reach goals, considering both formal and informal learning activities best suited to learning styles.

Tool

Application

Informal and Formal Learning Opportunities 

 

 

 

Not all learning occurs in the classroom.  This simple guide provides ideas on how to leverage on-the-job learning opportunities and explore formal learning including professional associations and academic programs.

LDS Workshops

Learning sessions and workshops designed to build work-related skills and competencies.

 

Personal Development Plan

 

 

As part of the Performance Review process,  a Personal Development Plan articulates an employee’s interest in personal and professional development and corresponding learning activities.

 

Tuition Reimbursement

The University of Manitoba offers a wide range of academic programs to help build a career or complement a career path and provides tuition reimbursement for eligible employees.  Employees may also be eligible from reimbursement from their home unit.

 

 Prepare 

Showcase skills, accomplishments, and career progression with a professional resume / application. While attaining a different position is not always the end goal, having an up-to-date toolkit is essential.

Tool

Application

Resume Sample

 

 

This is an example of a chronological style format resume which can be used as a guideline for applying for future positions.

Cover Letter Sample

 

All positions applied for will require a covering letter, and this example can serve as a guideline.

 

Resume and Cover Letter Workshop

This session will help employees learn how to showcase competencies, accomplishments, and career progression with a professional resume / application. While attaining a different position is not always the end goal, having an up-to-date toolkit is essential.

 

Behaviour Descriptive Interviewing Workshop

Past behavior is an indicator of future performance, and preparing for a behavior-descriptive interview helps employees connect their past successes with how they would approach challenges in a new position.  This session helps employees respond to the “tell us about a time when…” interview questions by confidently demonstrating a mastery of particular competencies based on previous experiences.

 


 Summary of Career Planning Tools

Tool

Application

Classification specifications

 

More detailed information on the nature and complexity of work at a particular level, including necessary qualifications and experience.

 

UM Employment Opportunities

 

Information on applying to and working at the UM, as well as employment opportunities.

 

Reach UM

 

Online job application portal that identifies all current vacancies.  A job posting is created for each posting that identifies the qualifications, skills and competencies required as well as necessary experience.

 

LDS Career Planning Workshop

The UM Employee Career Development model includes four phases: explore, assess, develop, and prepare. This session provides employees with an overview of the first phase by exploring various career paths and opportunities within the University of Manitoba community.  Employees will briefly learn about the importance of career planning to meet short and long term career goals.

 

Performance Review Process and ongoing discussion with Manager

Opportunity to discuss professional development needs, goals, and objectives with managers.

Self-Assessment

 

The Employee Self-Assessment guide has been developed for the purpose of self-exploration in the context of career development and may help indicate which are core strengths and which would benefit from additional training and supports.

 

Work Values Self-Assessment

 

 

Seeing their own personal values reflected in the nature of work can motivate employees in a particular type of occupation.  While no values are right or wrong, employees may experience higher motivation and commitment when the nature of work is a reflection of their values.

 

Self-Assessment and Personal Development Workshop

This session will encourage employees to assess and take inventory of skills, abilities, knowledge, and values (competencies) to identify which are transferrable, which may benefit from an upgrade, and which are core strengths.  Employees will learn how to engage in training and learning opportunities that help develop competencies to reach goals, considering both formal and informal learning activities best suited to learning styles.

 

Informal and Formal Learning Opportunities

 

Not all learning occurs in the classroom.  This simple guide provides ideas on how to leverage on-the-job learning opportunities and explore formal learning including professional associations and academic programs.

 

LDS Workshops

Learning sessions and workshops designed to build work-related skills and competencies.

 

Personal Development Plan

 

 

As part of the Performance Review process, a Personal Development Plan articulates an employee’s interest in personal and professional development and corresponding learning activities.

 

Tuition Reimbursement

The University of Manitoba offers a wide range of academic programs to help build a career or complement a career path and provides tuition reimbursement for eligible employees.  Employees may also be eligible from reimbursement from their home unit.

 

Resume Sample

 

 

This is an example of a chronological style format resume which can be used as a guideline for applying for future positions.

Cover Letter Sample

 

All positions applied for will require a covering letter, and this example can serve as a guideline.

 

Resume and Cover Letter Workshop

This session will help employees learn how to showcase competencies, accomplishments, and career progression with a professional resume / application. While attaining a different position is not always the end goal, having an up-to-date toolkit is essential.

 

Behaviour Descriptive Interviewing Workshop

Past behavior is an indicator of future performance, and preparing for a behavior-descriptive interview helps employees connect their past successes with how they would approach challenges in a new position.  This session helps employees respond to the “tell us about a time when…” interview questions by confidently demonstrating a mastery of particular competencies based on previous experiences.

 

Leadership, Co-Workers and Human Resources          

Your current manager, human resources staff, co-workers and other leadership are all valuable sources of information to assist in career planning efforts.