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CIC - Practitioner’s Career Advancement Toolkit, © Construction Industry Council 2011
Construction Industry Council
Practitioner ’s Career Advancement Toolkit Managing your career development, guidance for Built Environment Professionals.
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CIC - Practitioner’s Career Advancement Toolkit, © Construction Industry Council 2011
About the Construction Industry Council (CIC) and ConstructionSkills
The Construction Industry Council (CIC) represents the views of the
industry (from a professional, managerial and technical viewpoint) in
ConstructionSkills – the Sector Skills Council for construction.
ConstructionSkills is a partnership between CIC, CITB-ConstructionSkills
and CITB ConstructionSkills Northern Ireland.
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CIC - Practitioner’s Career Advancement Toolkit, © Construction Industry Council 2011
Contents About the Construction Industry Council and ConstructionSkills
a. Introduction
b. Self Appraisal
c. Managing your own career development
d. Managing your own CPD
e. Proving your competence
Appendix - List of sources of further sources of help and guidance.
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CIC - Practitioner’s Career Advancement Toolkit, © Construction Industry Council 2011
This guidance has been developed by the Construction Industry Council
(CIC) to assist you with:
Assessing your capabilities
Planning and managing your career
Enhancing your employability
Developing your professional competence
The following sections can be completed either as individual
assessments or concurrently. As an employee/employer this toolkit can
be used to in conjunction with established process and procedures for
individual performance reviews.
CIC is responsible for the development of Professional, Managerial and
Technical National Occupational Standards (NOS). NOS describe the
competencies required by an individual to carry out a particular job
function relating to their job roles to a specified industry benchmark.
The competencies relating to each of the built environment disciplines is
reflected in the NOS and covers:
Town and transport planning
Statutory control
Design disciplines
Conservation and maintenance
Contracting supervision and management
Project management
Property disciplines and building services disciplines
A. Introduction
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CIC - Practitioner’s Career Advancement Toolkit, © Construction Industry Council 2011
What is Self Appraisal?
Self Appraisal is about assessing
your own capabilities and
personal characteristics. National
Occupational Standards (NOS)
provide a framework and
language with which to describe
them.
Objective
To provide you with an objective
view of your own capability:
expertise, competence,
motivation and ability to learn
To help you create a benchmark
against which to measure your
own performance, in the
absence of a formal job
description.
What are the benefits?
Self Appraisal is a vital component
of managing one’s own
professional development. It will
help you to:
Plan and manage your career
Improve your job performance
B. Self Appraisal
Improve your capacity to learn
Increase your self confidence
and present yourself more
effectively for example via a CV
or an interview
Identify and take advantage of
job and learning opportunities
Obtain support from mentors
and managers
Manage and provide support to
others
As a practitioner having a good
level of self awareness means
that you are more likely to:
Be committed to improving
yourself and your colleagues
performance
Develop yourself to your full
potential
Reliably manage your work and
careers
Provide good role models to
others
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CIC - Practitioner’s Career Advancement Toolkit, © Construction Industry Council 2011
6 Steps to Self Appraisal
1 Clarify Your Personal Aims Focus on your objectives - how
much is your self appraisal for:
Improved work performance,
Enhanced career development
Or personal growth?
Record your aims.
2 Manage Resources for Self Appraisal Find sources of help. Gather
insights from others inside and
outside the organisation
according to personal
circumstances. Record the results.
3 Clarify Your Personal Aims Look at your CV, performance
appraisal records, portfolios of
evidence and significant events.
Assess values, interests,
competences, motivation and
contacts. Know yourself.
4 Assess your own competences Assess yourself against identified
Occupational Standards visit
http://www.cic.org.uk/standards/ .
Identify strengths, weaknesses,
opportunities and threats (SWOT
analysis).
Analyse your job, Use diagnostic
tools. Identify your priority
competences in terms of relative
importance of career development
needs and ease of access/
opportunities for achieving them.
5 Assess what helps and hinders your development Identify your learning style and
forces for and against personal
change. You will find lots of
information and assessment tools
online to assist you with this.
Here is a link to one from Mind
Tools http://www.mindtools.com/
mnemlsty.html
6 Review and improve Identify the benefits. Record the
results and improve the process.
Diagram 1 - The 6 Steps to Appraisal
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CIC - Practitioner’s Career Advancement Toolkit, © Construction Industry Council 2011
This section has been devised to
help you plan your career
development in a systematic way
taking into account individual
aspirations, industry opportunities
and professional requirements.
Career management is an
organised way of planning your
personal development by taking
into account the areas of
competence that will meet your
own interests and capabilities, the
changing skills needs in the
industry and the requirements of
qualifying systems.
C. Managing your career development
What are the Benefits?
If you manage your career
development, you should be able
to:
Learn and develop more
effectively by focusing your time
and effort on priority areas.
Enhance your employability
Satisfy the requirements of
recognised qualifying bodies,
including relevant professional
institutions
Identify and take advantage of
job learning opportunities
Develop yourself to your full
potential
Increase self confidence in
managing you own development
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CIC - Practitioner’s Career Advancement Toolkit, © Construction Industry Council 2011
1 Identify short and long term goals Setting short and long term goals,
is an essential stage in planning
your journey to the career that
you want.
For those entering the world of
work, this might focus on
progression through an academic
and or practical training route
along with initial professional
qualification and development.
For those already in employment,
this might focus on a career
change into a different sector/
occupation, a lateral move within
your current occupation to
specialise in a particular area, or
development to a higher level role
in the same occupation.
2 List and assess your own abilities, skills and interests
Look at your Record of
Achievement, previous
qualifications, work experience
and curriculum vitae.
Career Management in 6 Steps
A Skills Analysis Matrix (figure 1)
is provided on the following page
or you may wish to devise your
own. Do you feel that you have
skills or abilities that need further
development?
Assess your interests, skills,
motivation and identify your
strengths and weaknesses.
You mind find it useful to list this
on a separate piece of paper.
Diagram 2 - The 6 Steps to Managing Your Career
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CIC - Practitioner’s Career Advancement Toolkit, © Construction Industry Council 2011
Skills Analysis Matrix 1 - Assess your skill and interests
My current study path, situation or job role: Example, Architect’s Assistant P2
My goal: Example, low carbon housing specialist/ architect/ practice associate
Your Interests
Consider and record what you would like to be doing
Your Motivations
Consider and record what drives you and why you want to achieve your goal
Your Related Abilities/ Skills
Consider whether you are currently aware, knowledgeable, skilled or competent
How do you rate your current skill level
Now that you’ve identified you skills and abilities how do you rate them. Rate from 1‐5 where 1 = Weak; 2 = Quite Weak; 3 = Neither Weak or Strong; 4 = Quite Strong; 5 = Strong
Potential Areas for Action
The ratings that you’ve assigned to your skills will reveal your areas of weakness and strengths. Note them here.
Example Designing zero carbon social and affordable houses and apartments
Improving the living conditions of social tenants/residents
Awareness of social housing requirements, space standards, Lifetime homes, BREEAM and building regulations.
4 Need to get better understanding of Fire Safety and Sprinkler Systems/ Part B updates plus changes to Part L for new homes
Managing and leading a design practice
More responsibility and the opportunity to share my vision/more money!
Awareness of basic business practice
Minimal people management experience at this stage
2 Gain better understanding and experience of people management skills
Diagram 3 - example of a Personal Assessment Table - Skills Matrix 1
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CIC - Practitioner’s Career Advancement Toolkit, © Construction Industry Council 2011
3 Identify professional requirements
Professional and Occupational
requirements are set out by
professional bodies with
additional support from Sector
Skills Councils working in
partnership with employers.
In order to identify the range of
competence, occupations,
required qualifications, areas of
learning and progression routes
contact the organisation that
relates to the occupational area
you are in or may want to join.
A list of organisations are
provided in Appendix A of this
guide.
It is worth making particular note
of any references to industry
National Occupational Standards
and National Vocational
Qualifications/Scottish Vocational
Qualifications. NOS, NVQs and
SVQs contain detailed information
related to your current and
potential future job roles which
has been split down into
individual job functions.
NOS covering the entire built
environment sector can be found
at http://www.cic.org.uk/
standards/
NOS covering your specific
occupational disciplines can be
found at http://
www.ukstandards.co.uk/Pages/
index.aspx,
You may also find it useful to
contact a careers adviser, personal
contacts, industry careers
information, use diagnostic tools,
your professional institution and
current or potential employers.
Skills Analysis Matrix 2
My goal: example low carbon housing specialist/ architect/ director
Professional and Occupational Requirements
Your relevant professional body for example the Royal Institute of British Architects and the Sector Skills Council (ConstructionSkills) will list their occupational requirements or Standards visit www.cic.org.uk/stanrdards to view CIC’s generic standards.
Please note: This is an opportunity to go beyond Skills Analysis Matrix 1 and identify occupational skills gaps.
Requirement Reference
The generic Occupational Standards explore task and competency in great detail ‐ for this task start by using the descriptions labelled the “Key Role”
How would you rate your level of ability in relation to the Professional/ Occupational Requirement Strong, Average or Weak
Action to be taken
There are many ways to tackle skills gaps ‐ your action could include:
Attending a course Specific CPD Shadowing an expert Going on secondment
Mentoring
Taking on a voluntary role etc.
Example Plan, coordinate and manage sustainable project development processes
CIC/ NOS B2 Average Attend CPD Event on Sustainable project processes
Lead the development of organisations within the context in which they operate
CIC/ NOS F1 Weak Request the opportunity to shadow, senior staff twice a month to gain understanding of the business.
Diagram 4 - example of a Professional Requirements Assessment Table
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CIC - Practitioner’s Career Advancement Toolkit, © Construction Industry Council 2011
With NOS you can explore all of
the functions relating to the
higher levels of the sector. The
Standards can be viewed by
occupation, qualification and
generically. The generic
arrangement is explained below:
The Key Purpose describes why
the industry exists
The Key Role explores what
needs to be done to achieve the
Key Purpose
The Key Areas set out the
functions required.
The Unit titles further define
and describe individual functions
Individual National Occupational
Standards set out the
Performance Criteria and
Evidence required to show
competence.
To the left is an extract from the
View the Standards page on the
CIC standards website. The
generic standards can be viewed
as a ‘tree’ - for more information
http://www.cic.org.uk/standards/
standards/astandards1.aspx
Diagram 5 above, shows how the NOS are structured into layers each one more detailed
than the last.
Diagram above shows how the NOS are arranged generically on the CIC Standards
website.
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CIC - Practitioner’s Career Advancement Toolkit, © Construction Industry Council 2011
Diagram 7 - Example matrix for your plan of action 4 Plan your development
You should now have a clearly
defined set of goals, an analysis of
where you are now (Skills Matrix
1) along with a list of gaps you
have identified from NOS or
professional requirement
information (Skills Matrix 2).
Using this information identify the
potential sources of learning and
work experience (e.g. academic
courses, training programmes, and
employment) and follow the
appropriate application processes,
you may find it useful to add your
Action list to a time related
programme.
Identify whether you can gain
maximum value for your learning
and development by
simultaneously following parallel
qualification assessment processes
such an NVQ Diploma/SVQ other
qualification.
5 Track your Progress
Use Occupational Standards as a
benchmark for targeting and
measuring your progress – in
terms of knowledge acquired and
work experience gained.
Record evidence of all
assessments against the
Occupational Standards.
6 Monitor and review
At suitable intervals (we suggest 6
- 12 months) review your progress
by assessing your plan for action
(see an example sheet above,
once again reviewing current
abilities, circumstances, goals and
achievements and identify next
steps.
My Plan for Action
My goal: example Low carbon housing specialist/ Architect/
Action When Progress Impact
Need to get better understanding of Fire Safety and Sprinkler Systems/ Part B updates plus changes to Part L for new homes
June 2011 Requested CPD event by my practice
Now planned for July 2011
Have revised designs for new housing, based on guidance given on Fire Safety, mitigating need for sprinkler system
Gain better understanding and experience of people management skills
August 2011 Will raise team leader role likely to be available within forthcoming small scale housing project
Attend event on Sustainable project processes
Ongoing Practice agreed to send my on a Seminar hosted by ACME on 13/08/11
Gained valuable CPD and add knowledge to bid applications for new work. Now considering further study of subject including BIM.
Request the opportunity to shadow, senior staff twice a month to gain understanding of the business.
Ongoing Have already started shadowing senior managers and taken part in bid work.
Have improved understanding of fee bidding and resourcing work
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CIC - Practitioner’s Career Advancement Toolkit, © Construction Industry Council 2011
D. 10 Steps to Managing Your CPD Objective
To help individual carry out
Continuing Professional
Development (CPD) in a
systematic way taking into
account individual aspirations,
business needs and professional
requirements.
What is it?
CPD is systematic development to
enhance your effectiveness as a
professional (see the User’s Guide
Glossary for a more formal
definition). It includes on and off-
the-job learning, continuing
formal/informal training and
excludes initial professional
training.
What are the benefits?
If you manage your own CPD you
should:
Learn and develop more
effectively by focussing you time
and effort on priority areas
Enhance your employability and
career development
Satisfy the requirement of your
professional institution
1 Clarify Aims
Understand the central aims and
principles of CPD. Clarify personal
aims.
2 Indentify the Personal
Recognise the role of CPD in
professional membership. Find out
your Institutions evidence
requirements . For steps 3 to 6
refer to section 3 of this
document (Self Appraisal). Relate
to Occupational Standards as a
benchmark to measure against.
3 Find sources of help
Access help and guidance, refer to
your professional institution (a list
of institutions and their websites
can be found in the appendix of
this document).
4 Select appropriate Occupational Standards
Identify the relevant Occupational
Standards. Visit http://
www.ukstandards.co.uk/Pages/
index.aspx for all standards and
www.cic.org.uk/standards for CIC’s
generic standards relating to
professional, managerial and
technical disciplines.
5 Appraise you personal situation
Analyse your strengths and
weaknesses; review personal and
work experiences.
6 Identify competence needs and goals
Clarify the competences you will
need. Set development goals for
your current job, future roles and
personal aspirations.
7 Plan CPD
Make a systematic plan with
“SMART” Specific, Measureable,
Achievable, Relevant and Timely
objectives and target dates.
8 Implement CPD
Implement your plan, taking
opportunities that arise,
integrating learning with work.
Use a learning log.
9 Record CPD
Uses of records for assessing
results, evidence of professional
competence; formats for
recording CPD.
10 Monitor and review
Review the plan and process of
your CPD. Review with others.
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CIC - Practitioner’s Career Advancement Toolkit, © Construction Industry Council 2011
E. Proving Your Competence
Objectives
To give you practical advice on:
Compiling and maintaining a
Standards-based portfolio of
evidence of competence
Tailoring your portfolio to gain a
national qualification
Identifying areas where your
competence could be improved
What is it?
A portfolio of evidence can be
based on your real day-to-day
work activities.
It can include authenticated
documents and other material
and products like samples,
models, photos and recordings.
(There are instances however
when NVQs diplomas/SVQs allow
material generated from, for
example, a case study, to be used
as valid evidence.)
A portfolio of evidence can be
used for professional membership
review.
What are the benefits?
Qualification, especially vocational
and professional ones, are
becoming more important when:
Changing jobs
Proving competence to a
potential client
Complying with statutory
requirements for safety critical
functions
Reducing the cost of
professional indemnity insurance
Complying with in-house and
client/customer QA systems etc
A portfolio of evidence is useful
for:
NVQ diplomas/SVQs,
CPD
Performance appraisals
Promotion/ selection
The National Record of
Achievement
Redeployment and transfer to a
new job
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CIC - Practitioner’s Career Advancement Toolkit, © Construction Industry Council 2011
1 What are you doing now? If you do not have a personal
development plan decide which of
your job functions are significant.
Identify evidence to show your
competence.
2 Choose appropriate units
Identify sources of advice inside
and outside your organisation.
Choose the appropriate
Occupational Standards and Key/
Core Skills for your work-role and
prioritise them. Check whether all
the elements apply.
3 Identify the evidence required Each Standard has two evidence
specifications. The first, the
Performance Evidence, identifies
direct performance evidence that
it is possible and feasible to
collect from normal workplace
activity.
This has been identified directly
from the Performance Criteria,
which may be:
Product Evidence: tangible
results - what the candidate has
produced (e.g. Reports,
drawings, minutes of meetings
etc.)
The 8 steps to proving your competence
Process Evidence: Observed
activity - the way in which the
candidate acted (e.g. a
presentation to a client).
The second specification is the
Knowledge and Understanding
Evidence (K&U). This sets out
topic/ subject areas found in each
Standard. These areas have been
defined by focusing on and
referencing to, the Ranges within
the Standard (where most
technical detail is found). The
areas either focus on a single
Range or two or more Ranges
combined where they relate
together.
4 Prepare Assessment Plan
Start with just one unit. What
types of evidence can you give
from your normal work activities?
What opportunities could furnish
more evidence? Start to collect
old evidence early. Make a
working plan to identify how
much evidence will be sufficient
and where items of evidence can
be used efficiently to meet more
that one requirement.
Identify where an item of
evidence can also be used to
satisfy the requirement of more
than one if the Occupational
Standards.
5 Collect the evidence
Discuss plans with your Line
Manager, work-based Recorder,
Mentor or Assessor. Collect past
and current evidence. Ensure
efficiency and sufficiency.
6 Fill the gaps
Compare the evidence against the
Occupational Standard. Do you
need more evidence or more
competence (more/different work
experience and or more learning/
development)?
7 Submit units for Assessment
Submit a unit as soon as possible.
Present the evidence
appropriately. Make the assessor’s
task easier by cross-referencing
evidence to the Occupational
Standards. Identify where an item
of evidence can also be used to
satisfy the requirements of other
Occupational Standards.
8 Review and improve
Learn from first attempts on how
to improve. Has it all been
worthwhile? What Units do you
want to do next?
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CIC - Practitioner’s Career Advancement Toolkit, © Construction Industry Council 2011
For further information on the
formal recognition or
accreditation criteria and
processes laid down by relevant
external bodies visit their links
below:
Building and Spatial Design
CIAT Chartered Institute of Architectural Technologists
LI Landscape Institute
BIID British Institute of Interior Design
RIBA Royal Institute of British Architects
ACA Association of Consultant Architects
Planning
RTPI Royal Town Planning Institute
CIHT Chartered Institution of Highways & Transportation
Management
CIOB Chartered Institute of Building
APM Association for Project Management
ICWCI Institute of Clerks of Works and Construction Inspectorate
Appendix
Engineering
ICE Institution of Civil Engineers
CIBSE Chartered Institution of Building Services Engineers
IHE Institute of Highway Engineers
ISTRUCTE Institution of Structural Engineer
CIPHE Chartered Institute of Plumbing and Heating Engineering
ABE Association of Building Engineers
Surveying and Asset Management
RICS Royal Institution of Chartered Surveyors
CQSA Consultant Quantity Surveyors Association
LABC Local Authority Building Control
ICES Institution of Civil Engineering Surveyors
BIFM British Institute of Facilities Management
Technical and Teaching
BRE BRE
CEBE Centre for Education in the Built Environment
BSRIA Building Services Research and Information Association
NHBC National House-Building Council
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CIC - Practitioner’s Career Advancement Toolkit, © Construction Industry Council 2011
http://www.cic.org.uk
http://www.cicskills.org.uk/
The Construction Industry Council (CIC) is the representative forum for the professional bodies, research organisations and specialist business associations in the construction industry. It is also a partner in the Sector Skills Council for Construction.
www.cskills.org/ ConstructionSkills Sector Coverage: Construction.
www.assetskills.org/ Asset Skills Sector Coverage: Property, housing, cleaning services, parking and facilities management. Asset Skills works to improve productivity, efficiency and effectiveness in facilities management, housing, property, planning, cleaning and parking.
www.euskills.co.uk/ EUSkills is the sector skills council for Energy and Utilities and has a range of information on disciplines relating to power, water, gas and waste management.
www.summitskills.org.uk Summit Skills the sector skills council for Building Services Engineering has a careers and progression information for those considering a future in related disciplines such as heating and ventilation engineers, gas fitters and much more.
http://www.lantra.co.uk/ Lantra look after the skills needs of land based and environmental industries and
professions. There are 16 industries which are grouped around: Land management
and production, Animal health and welfare , Environmental industries
http://proskills.co.uk/ Proskills UK is an employer-led organisation that represents the interests of the industries that make up the process and manufacturing sector to government
http://www.citbni.org.uk/Home.aspx CITB-ConstructionSkills Northern Ireland as an Industry Training Board and Sector Skills Council their role is to encourage the adequate training of those employed or intending to be employed in the construction industry.
Sector Skills Councils
Sector Skills Councils (SSCs) are independent, employer-led, UK–wide
organisations designed to build a skills system that is driven by
employer demand.
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CIC - Practitioner’s Career Advancement Toolkit, © Construction Industry Council 2011
Construction Industry Council
26 Store Street
London
WC1E 7BT
www.cicskills.org.uk
www.cic.org.uk
t. +44 (0)20 7399 7400
f. +44 (0)20 7399 7425
For more information contact
David Cracknell
Director of Skills and Lifelong Learning
dcracknell@cic.org.uk