1. Build Your Future Now! Professional Development is not OPTIONAL
How to Create and Implement a Comprehensive Career Development Framework
Developed from the Professional Development Committee Annual Conference Implementation Session

2. Learning Objectives
Understand that an organization’s capacity to train employees is fundamental to its ability to survive
Understand how a member company set up their university
Options for smaller companies to implement a “scaled” system
Highlight CII PDC offerings available to members
Provide Contacts for additional information

3. Everyone is a skilled worker
Today – from the receptionist with the high school education to the CFO with an MBA – the entire workforce has become a skilled landscape; that means every position is in need of continuous training/development.
Source: Adrian Miller, Adrian Miller Sales Training

4. Organizations Continue to Struggle to Prepare Workforces to Meet Growth Demands…CII Can Help!
Source: Softscape – Results from past three “State of the Global Talent Nation” surveys of HR professionals
2008
2007
94%
Not Adequately Prepared
86%
Not Adequately Prepared
2006
64%
Not Adequately Prepared 4

5. Global Trends Fuel the Need for Change
Tightening Labor Market:
9% fewer workers starting careers than those leaving the workforce through 2011
Globalization:
Blending of diverse skill sets
Changing Demographics:
Addressing needs of different age groups 5

6. Why Invest in Employee Development?
To prepare your employees and your company for the large number of baby boomers who will be retiring in the near future
Increase employee engagement and morale
Training and development can be proactively planned and reflected in business strategies
Increased safety awareness

7. Fluor
In 2008 Fluor realized that it needed to develop employees to ensure the company’s existence.
There were a large number of new employees joining the company and they needed consistent on-boarding and training in the use of company practices.
Years of experience to retire within the next 5 years
Determined that “Fluor University” would help in all areas.

8. Development of Fluor University
Fluor University Mission:
Provide an integrated framework for delivering the technical, functional, business and leadership development that drives Fluor’s success.

9. Development of Fluor University
Published a Comprehensive Course Catalog & Created Detailed Career Development Frameworks for Each Discipline.
Launched the Fluor University Website and Provided a Single Portal to Fluor’s Learning and Development Resources.
Initiated an Online Career Development Planning Capability.
Implemented Video Distance Learning System & other Low Cost on-line learning opportunities.
Selected Regents and Deans and others to assist with development and governance of the University.

10. Development of Fluor University
Let’s look at each position’s responsibility:
Board of Regents – Chaired by CEO and Business Group Presidents
Ensures Fluor University drives business results
Provides overall strategic direction and focus
University Council – Senior level managers from each Business Group
Provides strategic linkage to the business
Is the ‘voice’ of the business and corporate groups to the university
College Deans – Experienced and respected leader for each discipline
Develops and manages curricula and programs needed to drive business results
Defined curricula linked to business strategies
Global Excellence Leaders – Most often duel role for College Deans
Define specific discipline courses

11. Navigating Fluor University
Fluor University is accessed from the Fluor homepage. We will now explore how they set up their electronic University.
26 Colleges covering all disciplines (e.g. Project Controls, Project Management, etc.)
Colleges are lead by Deans who are the GELs or Functional Leads of each area
50 Career Development Frameworks covering most job families
Instructor led courses
On line courses available 24/7
As with any system, Fluor continues to fine tune the University and make improvements.

12. Navigating Fluor University
Fluor University is accessed from the Fluor homepage.

13. Navigating Fluor University
Fluor University Homepage
On the left, employees can search for a course and see what’s new. Under the first tab, employees learn more about the University and the governing members.

14. Navigating Fluor University
Under this tab, employees will find the Career Development Plan or the CDP. This on-line career development plan allows employees to chart their future.

15. Navigating Fluor University
The next tab contains links to the individual colleges

16. Let’s Talk the Career Development Plan (CDP) Process
The Career Development Plan process is very important to both the individual employee as well as the company. The process allows an employee to identify, track and close goals which will assist them with their own development
Fluor as with many other companies, endorses the 70, 20, 10 methodology.
70% of development comes from experience – such as a stretch assignment either on their current project or on a new project or maybe in a new location. The stretch assignment might be in a different function, business line, corporate or staff role.
20% of development is accomplished with mentoring.
10% is actual training, either on-line or classroom.

17. The Career Development Plan (CDP) Process
The CDP assigns the responsibility for creating the plan to the employee. The employee’s manager, mentor or sponsor all have access to the completed plan at anytime.
The Career Development Plan contains:
The employee’s current role and how it is developing for the future
Development needs are identified and a S.M.A.R.T. goal is developed for that need
An Action Plan is developed utilizing the course catalog and the Career Frameworks

18. The Career Development Plan (CDP) Process
As mentioned earlier, Fluor has developed over 50 Development Frameworks across all functions.
The Frameworks contain various levels for each function.
In the following example is for Contract Management you can see that there is an Entry Level, Intermediate Level and Senior Level Framework.
Included in the framework are:
Required Courses
Recommended Courses
Required Reading
Recommended Reading
Recommended Experiences and
Performance Competencies.
The following example is from Contract Management. As you will see the framework is divided into three levels: entry, intermediate and senior.

20. The Career Development Plan (CDP) Process
Fluor has created an electronic Career Development Plan as shown here.

21. So How Do You Get Started?
We realize that not all companies have the resources available to them that Fluor does, so developing a University might not work. Here are some ideas of how smaller companies can implement a smaller scale program.
Identify if the current employee appraisal or development process allows for setting of development goals. If not, see if adding a section is possible.
Establish career frameworks for individual career paths within the company to allow employees to understand growth potential.
Compile all training and development activities into a catalog and make accessible to all employees.
Identify a method to track all training and experience based development activities.

22. Utilize the CII Resources Available
A great starting point for creation of a comprehensive development program is the resources available to you through the Professional Development Committee. Including:
The CII Education Modules, Online Education, Continuing Education Courses and Web Seminars
Find them at:

23. CII Education Modules 19 different topics
CII research formatted as instructor-led courses developed by industry experts and adult learning instructional designers
19 different topics
Taught right from the book
– or –
Customized by your own trainers to specific company needs and applications

24. Everything an instructor needs …
CII Education Modules
Everything an instructor needs …
PowerPoint Slides
Lecture Notes
Exercises
Case Studies 24 24

25. Web Seminars
CII Professional Development Web seminars are typically one hour in length and are scheduled periodically. Each Web seminar is made available for sale at the CII Store following the event.
“Planning for Startup” – Sept 13 by Scott Cameron, Procter & Gamble Co.
“Disputes Prevention and Resolution”
Coming Fall 2010
The three main, underlying causes of construction disputes are: project uncertainty, process problems, and people issues. Failure to address these causes results in project disruption, cost overruns, unmet schedules, and can lead to unacceptable litigation costs. This web seminar will explore various methods to successfully prevent and resolve disputes: preconstruction techniques; dispute prevention techniques; dispute resolution techniques; and conflict resolution techniques.
Michael P. Pappas, Ph.D, P.E., Pappas Consulting LLC

26. Utilize the Professional Development Continuum
The Professional Development Continuum is an online resource to help organizations plan the development of new construction project managers (3 to 5 years of experience). The plan continuum illustrates how CII publications, education modules, online courses and instructor-led courses taught by CII Registered Providers address competency areas across the project life cycle. These are targeted to competencies on:
Leadership & Human Relations
Project Organization & Management
Continuous Improvement
Front End Planning & Risk Management
Project Implementation & Controls
Design, Procurement & Materials Management
Construction Practices and Contracts
Safety, Health, Environment & Security

27. Let’s See How to Use the Continuum
The major categories are highlighted in gray. As an example, we will look at Project Controls…

28. Select Project Control and you will find all of the offerings available. An employee or manager can now utilize the resources available to them through the Professional Development Continuum

29. Additional Opportunities
In addition to the other items already highlighted, there are alliances that allow member companies to strengthen their professional development. Some of these are:
Utilize CII Registered Education Providers
Center for Lifelong Engineering Education at the Cockrell School of Education
Pathfinder, LLC or
Pappas Consulting, LLC
These organizations each facilitate a wide variety of courses and topics. Instructions for contacting them can be found on the Professional Development home page.
CII also provides the opportunity for Professional Development Hour (PDH) credits. Individuals can obtain PDHs by participating in CII Annual Conference, workshops, and web seminars.

30. CII Executive Leadership Course
The CII Executive Leadership Course is an intense 2 week in residence program conducted every January in Austin, where your company’s leaders will be exposed to:
Enhanced executive leadership capabilities
Strategic business skills
Collaborative relationships
between owners and contractors
with peers across the industry
Benchmarking on best practices
Executive level networking opportunities 30

31. Closing Thoughts
Employee Development is critical to the overall success of companies.
The war for talent will happen again in the future…are you and your employees prepared?
Companies can create their own university whether small or large, the concept is very scalable.
CII provides many tools to help companies with their employee development needs
If you need further information, please contact any member of the PDC. Contact information is on the CII Website.
institute.org/scriptcontent/prodev.cfm?section=prodev