1. Your Career Plan Janice Byford-JonesSheryl Hunt ADONM Wairarapa Nurse Consultant C&C DHB

2. WHAT IS CAREER PLANNING? Career planning is a continuous process of self- assessment and goal setting.

3. MOH Requirement From 2012 MOH require all health professionals & staff to have a career plan HWNZ Rationale for a career plan: Career planning benefits everyone No matter where you are in your career, it helps you get the career & lifestyle outcomes you want Evidence suggests that career planning processes benefit both employer & employee It is good practice for all health sector staff Good career planning looks at individual & health sector workforce goals/requirements & attempts to match the two

4. Good career planning processes: Support individual health professionals/staff in their careers Form basis for employers to recruit, retain, grow the staff they need to meet service needs Informs the workforce needed in the health sector for the future Matches training investment to the needs of the health system

5. HWNZ requirements Trainees to have CP’s by 2012 Career plans combine formal and informal learning and will complement existing processes We have career planning mechanisms we can build on (PDRP, credentialling)

6. WHY CP IS IMPORTANT Changes in 21 st century health bring challenges and opportunities Change has created an environment where individuals must take control of their careers Continuous career planning can help respond to short and long-term changes in the profession, in health care, and in the workplace The career planning process helps answer the following: Where have I been? Where am I now? Where would I like to go? How will I get there?

7. The four steps to career planning – what needs to happen

8. 1. Knowing Yourself Develop a clear view of your strengths, aspirations, values, resources and needs. Things to work through include: Which aspects of your work you enjoy and which you don’t Identify skills, interests, values, motivators & personality type The extent to which your current or future role meets your aspirations/needs Any other specific preferences or pressures you are facing Identify development needs

9. 2. Explore Possibilities Research your available options, the career pathways to achieve these options. Things to work through include: Find out what the relevant prerequisites and required steps are for each option Speak with people who have been working in various fields Talk to current and past managers, professional leaders, career advisors, mentors, colleagues etc What job experiences or training will be beneficial in pursuing each option and are those experiences or options realistically available Identifying more than one option

10. 3. Make Choices Making choices involves considering the suitable options and matching what you want to do with what the workforce needs. Things to work through include: Consider workforce information. Identify areas of growth and workforce shortages Consider competition for and availability of options Identify obstacles or barriers and how they can be overcome Consider what is involved in pursuing each option and are you up for it.

11. 4. Make it Happen Making it happen involves you and your manager agreeing a course of action. Things to work through include: Record a plan of action (PDP) Action steps that may require further training, gaining useful experience or developing a specific technical skill Implement the plan Periodically review

12. Process Consider your Values: What is important to me in my work & personal life? What are my priorities—self, family, community or other? What knowledge/skills have I developed: personally & professionally? What are my strengths/limitations? What knowledge & skills require further development? Interests: What have I liked/not liked about my past & current job(s)? What kind of environment brings out the best in me? What do I like to do outside the workplace? What energises or motivates me?

13. Your Vision Don’t worry about your vision being too big, vague, or seemingly impossible. It should be inspiring and maybe a little scary. Ask yourself the following questions: What do I want? What does my ideal day look like? What am I doing, where am I doing it, and who is there with me? Is someone currently doing the kind of work I’d like to do? Consider the characteristics of that work. What are the self-limiting beliefs that could prevent me from doing what I really want to do? What are the constraints to consider before I can do what I really want to do?

14. Reality Check How do others see me? Assessed via PDP, PR, Peer Assessment

15. DEVELOPING YOUR CAREER PLAN A career plan is a plan for action It identifies the goals, activities, timelines & resources you need to achieve your career vision Start noting the strategies you will use to meet your plan

16. Your Career Plan Developing a career plan is critical to taking control of your own career. Check the plan to ensure you are continually progressing towards your personal career goals. Check the plan is easily converted into action. It should outline specific actions you can take to achieve clearly defined goals.

17. It Includes Identified goals, action steps, resources, timelines & indicators of success. Set Goals that focus you on finishing, and on doing it right. Career goals should be: realistic -- I can do it; desirable -- I want to do it; motivating -- I will work to make it happen.

18. Ready For Action Identify Actions - once you have your goals, break them down into concrete activities “In order to achieve this goal, I will…” Identify Resources - think about who & what will help. List available & potential resources to implement the actions for each goal. Establish Timelines – have specific timelines – they help us accomplish the tasks. Identify the Indicators of Success - How will you know that your plan is working? What will success look like for you? Record personal indicators to help you evaluate your plan at various stages.

19. Dynamic Plans Career plans should be dynamic, responsive to personal circumstances & professionally stimulating. Adjust your plan as required for significant changes occurring around you, or as you move into different stages of your career. Eg. you may take time out to respond to international events.

20. Self-marketing Establish a network, acquire a mentor/coach and develop effective communication skills. Know your business and articulate who you are, what you want, and what you can do. Persuade others that what you have to offer meets the demands and challenges of the changing environment. Your strengths and commitment and belief in yourself, make you your own best marketer.

21. PDP and Career Plan Form Professional Development Plan

22. Summary A career plan is personal & individual. It reflects your values, choices, goals, and plans. Career planning is part of your professional development. It’s Your Career: Take Charge provides you with information and activities to use to shape your career and future.

23. Examples of expectations WhoWhat's requiredResponsibility for ensuring career plans done Comment NETPCareer planning process that covers all fours steps required during the year (commencing 2011) DHBs and private sector employers DHBs to phase NETPs through the career planning process during 2012 & complete by end of year. PG nursingCareer plan that clearly sets out how course fits with trainee's CP required prior to funding applications (from late 2011) DHBsBase CP. on the 4 steps – as time passes, more trainees will have an existing CP. Midwifery First Year of Practice C.P process that covers all 4 steps required during MFYP year (commencing 2011) College of Midwives DHBs to phase MFYPs through CP process during the year & complete by end of year – will provide CP for later years.

24. Resources to help you http://www.hrhresourcecenter.org/node/1151 http://www.healthworkforce.govt.nz/health-careers/career-planning http://www.healthworkforce.govt.nz/sites/all/files/Guiding%20Princi ples%20- %20Career%20Planning%20final%20version%20for%20web.pdf http://www.healthworkforce.govt.nz/sites/all/files/Guiding%20Princi ples%20- %20Career%20Planning%20final%20version%20for%20web.pdf http://www.healthworkforce.govt.nz/health-careers/career- planning/four-step-career-planning-process http://www.healthworkforce.govt.nz/health-careers/career- planning/four-step-career-planning-process

25. For Further Information Contact DONM Office Professional.development@ccdhb.org.nz Amanda McLaren – CNS Professional Development Amanda.mclaren@ccdhb.org.nz Amanda.mclaren@ccdhb.org.nz Anjana Naidu – Nurse Lecturer/Educator, NETP Anjana.naidu@ccdhb.org.nz or netp@ccdhb.org.nz Anjana.naidu@ccdhb.org.nznetp@ccdhb.org.nz Sheryl Hunt – Nurse Consultant, Workforce & Informatics Sheryl.hunt@ccdhb.org.nz