21.2 – Support Employee Mobility within the Organization
Purpose & Context
Career Development Professionals (CDPs) support employee mobility to create an agile organization. CDPs promote multidirectional career pathways to build employee engagement.
Effective Performance
Competent career development professionals must be able to:
- P1. Assess performance against current job requirements, for example:
- Employee self-assessment
- Supervisor’s assessment
- Performance discussion between employee and supervisor, e.g. key strengths
- Areas of improvement
- Individualized development plan (IDP) to close gaps and build on strengths
- P2. Discuss career aspirations and goals, for example:
- Explore multi-directional career paths
- Identify career path of choice
- P3. Assess employee:
- Determine gaps between competencies, experience and qualifications and target job requirements
- P4. Develop individualized development plan (IDP), for example:
- Prioritize areas of development
- Identify development strategies, e.g. assignments, training courses, coaching
- Develop action plan:
- Prioritize areas of development
- Select developmental strategies, e.g. assignment, training courses, coaching
- Identify resources and supports required
- Set milestones and timelines, e.g. daily, weekly, monthly
- P5. Provide support and guidance:
- Track progress and results
Knowledge & Understanding
Competent career development professionals must know and understand:
- K1. Human resources management e.g. recruitment, selection, performance management, training and development, succession
management
Contextual Variables
Competent career development professionals must be able to perform this competency in the following range of contexts:
Glossary & Key References
Terms
Industry-specific terms contained in the standard defined here, where applicable.
Talent mobility: proactively moving employees throughout the organization to apply their skills, talents, and competencies where they are most needed.
Individual development plan (IDP): tool used to document and track progress towards achievement of individual career goals. It includes the identification of personal goals, assessment results and action plan to develop competencies required for successful performance
Information Sources and Resources for Consideration
Context Rating Scales
Criticality
Q: What is the consequence of a professional being unable to perform this skill according to the standard?
Frequency
Q: How frequent and under what conditions is this skill performed?
Level of Difficulty
Q: Under routine circumstances, how would you rate the level of difficulty in performing this skill?
Time Required to Gain Proficiency
Q: What is the average length of time or number of repeated events that are minimally necessary for an individual to become proficient in performing the skill to the standard?
A career development professional requires a minimum experience of working with at least 40 different clients.
Autonomy
Practitioners typically perform this competency without supervision, and alone.
Automation
It is somewhat unlikely that this competency will automate.