2 Responses

1. some points to consider
   Hi Carol
   This isn’t an offer of a ready written policy but a few points to think about before you go too far.

   1. What are the objectives of the Career Development Scheme? for the organisation? for individuals?

   2. How will it fit with other policies in-house such as performance management, secondment, learning & development, succession planning, and even manpower policies (eg temp v permanent)?

   3. Will there be a budget and targets/allowances for time for career development?

   4. Will there be a committment from managers to act as mentors? Will career developement aspects be written into managers goals?

   5. Will it pertain to all levels of staff or just to segments of the population?

   6. Will there be time and capacity set aside for consideration of career goals over and above operational requirements?

   7. What input is needed from individuals?

   8. How will you measure it’s success and worth?

   You will also need to consider the launch of the initiative and embedding it into induction for new starters.

   I can’t offer you a copy of this, but I know Ford used to run a very comprehensive career development programme for thier staff, it was developed by Peter Honey

   I hope this helps

   Good Luck

   Rus Slater

2. Implement Individual learning plans for each employee to fill ou
   We sent out individual learning plans to establish what each emplyee wanted. This also allowed us to establish areas that many people were interested in so we could have group trainings. Our organization benefited by increased job satisfaction, increased communications between line staff and managers and gave us an individual & overall layout of career development.

   Hope this helps. Good luck.

   Michael