This document outlines the key topics and activities covered in a training course on career planning and development for supervisors. The course objectives are to help supervisors recognize the benefits of career development, identify common steps in the process, assist employees with goal setting and individual development plans, conduct effective career discussions, and plan for career development initiatives in their organizations. The course covers topics such as the roles of supervisors and employees, common career planning steps, overcoming barriers, and planning to support ongoing career development.

1. Welcome to
Supervisor 101
Career Planning and Development

2. Course Expectations
Share your:
• Name
• Job title or office
• Length of time in position
• Learning goals or expectations for the
course
• First job
Career Planning and
Development 2

3. Course Objectives
 Recognize the benefits of developing talent
 Identify common steps in career planning and
development
 Assist employees in developing career goals
and individual development plans (IDPs)
 Prepare for and conduct career development
discussions
 Plan for career development in your
organization
Career Planning and
Development 3

4. Course Roadmap
 What is career planning and
development?
 What role do I play?
 What is the role of the employee?
 What are the benefits?
 How can I overcome barriers?
 How will I implement the process?
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Development 4

5. Common Steps in Career
Planning and Development
 Where am I now? (conduct self-assessment)
 Where do I want to be? (develop goals)
 How will I get there? (identify opportunities)
 How can I document this information? (complete
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IDP)
 How can I communicate this information?
(engage in a career discussion)
 How will I track my progress? (review the IDP
every six months)

6. Supervisor’s Role
 Coach/advise
 Appraise
 Refer
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Development 6

7. Employee’s Role
 Be accountable for career planning
and development efforts
 Assess one’s own knowledge, skills,
interests, and abilities
 Identify opportunities
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Development 7

8. Benefits of Career
Development and Planning
For the organization:
 Develop and retain qualified employees
 Identify candidates for succession planning
 Accomplish organizational objectives through
improved employee performance
For the supervisor:
 Leverage staff talent
 Retain talented and ambitious people
 Focus on strategic issues
 Improve morale, job satisfaction, and work
performance
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Development 8

9. Benefits of Career
Development and Planning
(continued)
For the employee:
 Increases self-confidence
 Realizes his or her potential and feel valued
 Gains ability to evaluate needs
 Develops means to build and shape career
 Adopts a systematic approach to meet
career goals
 Identifies career development resources
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Development 9

10. Exercise: Overcoming
Barriers
 List three possible barriers to
implementing the career
development process
 List ideas for preventing or
overcoming these barriers
 Present your ideas to the class
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Development 10

11. Career Planning Steps
 Where am I now? (conduct self-assessment)
 Where do I want to be? (develop
goals)
 How will I get there? (identify
opportunities)
 How can I document this
information? (complete the IDP)
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Development 11

12. Step 1: Conduct Self-
Assessment
Evaluate your current skills,
knowledge, interests, and
abilities
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Development 12

13. Step 2: Develop Goals
 Short-term and long-term
 SMART goals
• Specific
• Measurable
• Achievable
• Relevant
• Time-bound
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Development 13

14. Step 3: Identify
Opportunities
Development opportunities include:
 Mentoring
 Taking on temporary projects or
assignments
 Participating in self-study or
independent reading
 Attending conferences
 Joining professional organizations
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Development 14

15. Step 4: Complete the
IDP
Name: Date:
Current Title: Agency/Dept.:
Supervisor’s Name: Supervisor’s Title:
General Comments:
Current Position:
Goal # Goal Description Training Objectives Rotational Assignment
Objectives
Other Events and
Opportunities
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Development 15
1.0
2.0
DETAILS AND TIMELINE
Training Objectives
Cost Date
Goal
#
Activity Source Tuition Travel Hours Planned Complete
d

16. Exercise: Developing
an IDP
 Review the IDP form in your
participant guide
 Fill out the form for yourself
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Development 16

17. Career Development
Discussions
Purpose:
 Clarify the career planning and
development process
 Assist employees with the process as
needed
 Review the IDP
 Modify employee goals and objectives
as needed
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Development 17

18. Career Development
Discussions (continued)
 Before the discussion:
• Review the employee’s records
• Identify strengths and developmental needs
• Identify developmental opportunities
• Review the Career Development Discussion
Questions and Dos and Don’ts job aids
 During the discussion:
• Establish trust
• Ask questions that encourage discussion
• Listen
• Summarize, clarify, and identify follow-up
activities
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Development 18

19. Discussion Questions
 What skills are not used?
 How can they be integrated into your
current job?
 How do your goals fit into OPM’s goals?
 How can I help to support your goals?
 What would you like to be doing in the
future?
 Do these ambitions require further
training?
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Development 19

20. Discussion Questions
(continued)
 How does your current job relate to
career goals?
 What do you enjoy most about your
current assignment?
 What do you find most challenging?
 Is there a development opportunity
available to help overcome this
challenge?
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Development 20

21. Career Discussion
Do:
 Review information prior to meeting
 Confirm time and place of meeting
 Greet the employee
 Practice good listening skills
 Allow time for the employee to pause and
reflect
 Ask open-ended questions
 Schedule a follow-up meeting
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Development 21

22. Career Discussion
(continued)
Don’t
 Search for information during the meeting
 Call the meeting on short notice
 End the meeting abruptly
 Leave the employee wondering
 Wait until the meeting starts to decide what
should be accomplished
 Rush through the meeting
 Talk about yourself
 Dominate the discussion
 Ask “yes” or “no” questions
 End the meeting without scheduling a follow-up
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Development 22

23. Exercise: IDP Review
 Observe the role-play
 Be prepared to answer the questions
in the workbook
 Give additional feedback
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Development 23

24. IDP Review
When reviewing IDPs, consider the
following:
• Is the budget sufficient?
• Are resources available?
• Are goals tied to organizational objectives?
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Development 24

25. Exercise: Career
Discussion
 Work in groups of three
 Alternate roles of supervisor,
employee, and observer
 Choose one scenario per person
 Role-play a career discussion based
on the scenario
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Development 25

26. Planning for Career
Development
How will you
budget for career
planning and
development?
How will you
budget for career
planning and
development?
How will you
manage other
resources,
including time and
new opportunities,
How will you
manage other
resources,
including time and
new opportunities,
to support
employee
development?
to support
employee
development?
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Development 26

27. Course Summary
Can you:
 Discuss the benefits of career planning and
development?
 Identify common steps in career planning
and development?
 Assist employees in developing career goals
and IDPs?
 Prepare for and conduct career
development discussions with employees?
 Plan for career development in your
organization?
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Development 27