In the past contract, workshops, personal career and education advising as well as reimbursements for
expenses in pursuit of career development were offered through USA, AFSCME and the Training and
Development staff. Pending contract funding we hope to be able to offer some or all of the above.
Please stay tuned to this site for news.
Career growth depends on a partnership between employees and their
workplace
that demands commitment, participation, and motivation. At UMass, this involves:
Successful examples of university, industry, and labor/management career
development programs show the benefits of a formal and fully-funded program to
employers and employees, resulting in a more skilled workforce, higher morale,
improved productivity and service, and lower absenteeism.
The organization can make a commitment to employee development by supporting
formal learning opportunities such as employee training, workplace education, and
internship and job training opportunities. It can also encourage release time for
employees to acquire knowledge and skills and provide the resources to build and
sustain employee development plans.
Managers and supervisors can work with employees to support their career
development by granting release time for education and training. Flexible
staffing, flexible scheduling, and flex time opportunities all support employee
development. Management can also create opportunities for career development such
as mentoring, apprenticeships, job rotation, job sharing, cross training, and
selected project opportunities for on-the-job training.
Employees can take initiative in their own career development by assessing their
skills, researching career options, and creating an action plan to map out their
development goals. Employees may take advantage of an array of campus resources
such as classes, continuing education, mentoring and job training opportunities,
Labor/Management Workplace Education courses, Partnership for Career Growth and
Learning services, Campus Career Network resources, education and training
workshops and seminars, publications, Internet resources, and computer-based
training. They can also look for informal learning opportunities by participating
in campus committees, union activities, and staff organizations, as well as seek
campus or community opportunities to use their newly learned skills.
USING AN INDIVIDUAL DEVELOPMENT PLAN FOR CAREER GROWTH AND
LEARNING
Employees and supervisors can use an Individual Development Plan as a
tool
for career development and to help prioritize immediate learning goals versus
longer-term goals. The plan can also identify the resources available to
employees, and give focus to specific actions that need to be taken to reach
individual goals. To put the Individual Development Plan into action:
SAMPLE AGENDA FROM A WORKSHOP ON ASSESSING CAREER OPTIONS
Personal Assessments and Visions
Specific Job Options and the Changing Workplace
How to Choose, Prepare for, Find and Keep a New Job
Resources
Closing
Do you need new skills for the new millenium? Are
you wondering how to get on a career track that will lead to advancement? Are you
looking for a way to put your life goals to work for you? This website is the
result of a partnership with the University and also with AFSCME to better help
our members get on the right career track.
MISSION AND GOALS OF THE PROGRAM
To cultivate a culture of workplace learning, support and participation is needed
from the institution, labor unions, management, and employees to foster the
learning needed for personal career advancement, as well as upgrading skills for
current jobs. Support for workplace learning and career development must come
from all levels within the university to be successful. Individual employees'
career goals as well as the institution's job and training objectives should be
balanced and supported.
Introduction