This document introduces CopperPoint Career, a software tool for career management. It allows users to take competency assessments, explore career paths within the organization, and create development plans. Users can build a talent profile to see how their skills align with different roles. They can set a target job and work with their manager to create a development plan to progress toward that goal. The software provides resources to help users identify and address any competency gaps holding them back. Navigation and settings options are accessed through menus at the top and side of the screen.

1. Welcome to CopperPoint Career!
I hope you are ready to start you career journey! We want to empower you to take control of your career management by utilizing this
software which offers competency assessments, competency-driven career pathing, and career development tools. This will enable you to
visually understand the career paths within the organization and what path would be best for you. Once you build your Talent Profile you will
be able to explore how your profile aligns to jobs across the organization. You are free to explore your current role and how it fits into your
current job family. If you are interested in different roles within the organization, you can set a target job and create a develop plan that will
lead you towards that goal. You will be able to launch assessments and development plans to help you identify and address competency gaps
specifically related to the next step on this journey.
This is a powerful tool that allows you to identify your desired job and help you get there. This is a collaborative process between you and
your Manager. Your Manager and you will be working on your development plan so that you can make the most of your career. Take the next
step and you might be surprised where this journey takes you!
Navigation
The various sections of CopperPoint Career are accessed from the Menu Bar at the top of the screen. Once in a section, the Sidebar at the left-
hand side of the page gives you access to any related screens. To view your Settings and Notifications, click the desired icon found below the
CopperPoint logo at the left-hand side of the screen.

2. The Importance of Job Descriptions
The purpose of any job description is to outline the duties and
responsibilities that are required to perform a job. This clarifies
the expectation of the Employees by providing them with an
understanding of the expectations of the role that they are
performing.
Well written and effectively developed job descriptions are
communication tools that allow both Employees and
Candidates to clearly understand the expectations of the role,
its essential duties, the responsibilities, competencies along
with the required educational credentials and necessary
experience.

3. Competencies are abilities, skills, knowledge and
motivations or traits that you can observe and define in
terms of behaviors required to succeed in a job.
 For Employees: Competencies help identify strengths,
address performance gaps, and plan a successful
career path that maximizes potential.
 For Managers: Competencies provide a reliable,
actionable, and detailed method of evaluating and
supporting Employees.
 For the Organization: Competencies provide a
powerful and consistent way to identify, develop,
coordinate, and retain top talent.
Competencies have long been used as a framework to help focus behavior on things that matter most to an
Organization and help drive success. They provide a common way to harmonize, select and develop talent. The
benefits are clear for Employees, Managers, and ultimately for the Organization.
Each competency uses a five-level proficiency scale. Each level is defined with a summary and a list of behaviors.
Competencies: What are they and why are they important?

4. The Need for Assessments
Assessments are a tool to evaluate and
support talent within the
Organization. Employees complete
competency-based questions to evaluate
their own level of performance.
The Employee will complete a self-
assessment to rate themselves against the
competencies needed for their job.
Once the Employee has completed the
self-assessment, their Manager will
complete their own section of the
assessment. The responses are compiled
into a PDF report that identifies strengths
and skill gaps so an Employee and their
Manager know what competencies need
to be developed.

5. Development Plans
Employees can map out clear action
plans for addressing competency gaps
and achieving career progression
goals. Employees can create the
development plans directly from
identified weaknesses during
assessments. Learning resources are
available and can be selected when
building a personalized development
plan. Managers can build template plans
that can be used by anyone to
accomplish goals or objectives to build a
higher functioning team. All plans have
goals tracking, and the capability to
store comments and feedback about
the goals. This will allow Employees to
achieve the designated proficiency level
for the competencies assigned to their
job descriptions.

6. Building a Career Path
Employees will complete a talent profile
which will enable the Employee to
navigate the Organization’s advancement
opportunities. The talent profile will be
comprised of competencies, experience,
certifications and education. Managers
will work with each Employee to validate
the competencies and skills. Employees
can explore how their profiles align to
other jobs or career development
opportunities across the
Organization. They can set a target job, or
free-explore from their current role to
determine their career path.
The Employee will be able to visually understand the career path with a flow diagram that shows next steps and
alternate paths. Launch assessment and development plans right from the career path to identify and address
competency gaps specifically related to the next step on their journey.