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CAREER COMPASS. What is Career Compass?  Link training to core competencies, job duties  Training supports career paths defined by job standards  Help.

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Presentation on theme: "CAREER COMPASS. What is Career Compass?  Link training to core competencies, job duties  Training supports career paths defined by job standards  Help."— Presentation transcript:

1 CAREER COMPASS

2 What is Career Compass?  Link training to core competencies, job duties  Training supports career paths defined by job standards  Help prepare the workforce of the future – succession planning  Consistency - common evaluation forms, rating scale, and core competencies  Align individual goals with campus and department goals  Clarify key responsibilities  Align better with job market  Connect with performance evaluations  Consistency – transparent, fair classification decisions  Clarify career paths Career Development Performance Management Job Standards University Mission

3 Background Career Compass project: Developed over the past eight years Implemented May 2009 on one campus Multi-campus project - other campuses are analyzing Some are moving toward a pilot group of titles Campuses are sharing advice and documents - leveraging other campuses’ work Each campus would do own version, on own timeline Non-represented titles

4 Expected Benefits Save resources - time, effort Improved communication, greater transparency Quicker, easier to prepare job descriptions ▫ 4300 put into online library 6/08-5/09 ▫ Even more savings for j.d. from scratch Shorter, more consistent job descriptions Quicker, easier to determine classifications Easier to keep classifications consistent

5 Expected Benefits Employee and supervisor more easily understand a position’s classification Easier to see campus work functions, for planning resource allocations Clearer, easier to see development paths Clearer, easier to identify critical training needs – to focus resources Provide more consistent evaluations

6 UC San Diego Proposed Plan Consult with campus workgroups and administration Obtain feedback Develop UCSD-version job standards Look into options to minimize departments’ workload on project Pilot one group of titles – new job standards, job descriptions Proceed with job descriptions for remainder of non-represented positions Develop new performance appraisal forms Timeline open

7 Scope of Job Standards 20 Fields ▫ Finance, Information Technology, Skilled Crafts… 129 Job Families 702 Job Standards ▫ Provide approx. 70% of a job description Non-represented positions We would adapt to UCSD We would create standards for UCSD positions not in the current set

8 Job Structure Layout * Potential Levels of Job Standards for a given job family Job Field: A group of jobs in the same general occupation. Job Family: A more specific area within a field. Job Category: Operational & Technical ProfessionalSupervisory & Managerial Job Level*: Level 1 Level 2 Level 3 Entry Level 1 Intermediate Level 2 Experienced Level 3 Advanced Level 4 Expert Level 5 Supervisor 1 Supervisor 2 Manager 1 Manager 2 Manager 3 Manager 4

9 Sample Job Standard

10 Beyond Job Standards Performance Appraisals: Three online forms ▫ Occupational/Technical, Professional, Supervisor/Manager Populate key responsibilities automatically from job description Career Paths : Compared across Job Standards, from Knowledge & Skills

11 Career Compass Career Development Performance Management Job Standards University Mission

12 Feedback What do you think? Suggestions, requests, ….


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