Career Development Planning(CDP)

Presentation Sequence

• Background• What is CDP & Its purpose• Benefits• For whom & when should it be prepared• Overview of the CDP process• Form to be used• Example of CDP (filled form)

EXTRACTS FROM MINUTES of 42nd HRC MEETING (31st May, 08)

• The Management was advised to prepare Individual Career Planning (ICP) Chart (Career Development Plan – CDP) for all executives within six months.

• Report progress on CDP at every HRC Meeting.

• HR Deptt should review all AARs to identify/fill skill gaps of an executive for his career progression & prepare a training plan accordingly.

• An executive is to be considered a high achiever on earning 3 consecutive outstanding AARs.

• An executive should be communicated his AAR subsequent to it being reported upon by the CEO

• HRC recommended to BOD to approve the Company’s HR Plan along with Four additional executive positions (including 01 CO, 02 EO, 01 Off)

BACKGROUND

Task : Institute Career Development Planning

During the Plan period, SNGPL’s HR Department shall develop and operationalize a Career Development Plan for all officers. The process shall be administered through the computerized Human Resource Information System proposed to be acquired.

Key tasks and associated milestones shall be as under:-

Develop conceptual framework (by July, 2008) Establish and agree parameters/growth profiles following the concept of job families

(by Feb, 2008) Upload data on existing officers in the HRIS (by Aug/Sep 2008) Simulate and develop career progression for senior officers in grade VI and above

(by December, 2008) Simulate and develop career progression for officers in grade IV and V (by June,

2009) Maintain system for all officers in grade IV to IX

BACKGROUNDEXTRACT FROM HR PLAN 2007-11

What is Career Development Planning

An Career Development Plan (CDP) is: • An individually-tailored action plan to develop specific competencies (knowledge and

skills) needed to improve performance in present position or to prepare for new responsibilities,

• A tool for a supervisor to identify resources needed for employee development training,

• A tool for an organization to develop its workforce to meet future needs.

The Purpose

Career Development Programs serve two critical goals/Purposes:

•It creates competitive advantage by providing better qualified employees.

•It is one of the most reliable employee retention techniques, especially for hard to recruit and retain technical employees

The BenefitsTo Employees and Organizations

 CDP's shall provide meaningful training plans that will help the:

EMPLOYEE to... ORGANIZATION to ...• Perform duties according to established

job standards, • Improve job performance, • Assess particular strengths and

weaknesses and, • Schedule and plan own individual

development each year.

• Aid in the development of the employees to achieve the knowledge, skills and competencies according to their performance standards,

• Document the current developmental needs of the employees and ,

• Consider the organizational needs, mission changes, changes in technology, expected turnover, staffing needs, programme plans and future needs for particular skills.

For Whom and When

CDP's are required for all: • Career Term (permanent) employees in grades IV and above,

• Who are identified as Hi achievers for three consecutive years by the PMS

When should a CDP be prepared:• It should be prepared annually

CDP is an investment plan, While PMS is more like an end-of-year profit and loss statement.

The Process Overview

The CDP process is a continuing cycle of planning, implementation and evaluation between an employee and supervisor. The process consists of Five phases, as given below:

The Form

Name : D.O.B :

Designation : Grade :

Department :

A Education :

B Summary of Experience / Job History

INDIVIDUAL CAREER DEVELOPMENT PLAN

1. Biographical & Historical Data :

Location :

Degree / Name / Location of Duration Year Grade / Major SubjectsDiploma / Institution Completed Division /

Certificate Marks

Roles, by Job Title : Company Function / Grade /Locations

DatesCurrent Role First Department Level From To

Form continued

C Summary of major training undertaken, including Business / Technical Education :

D Wishes of Individual (From a recent discussion)

Next Position / Function :

Longer Term :

Geographic Preferences :

2 Operational Data

A Summary of Performance for last 3 yearsbased on performance against objectives

Nature Institution Year Duration

Year 2007 2006 2005

Rating (%age)

Comments :

Form continuedB Use Competencies to identify Key Leadership Strength and Improvements

C Typical Exposure / Development Positions Planned

In 0 - 1 Year

Comments

2 - 3 Years

Comments

Longer Terms

Comments

Key Strengths Competencies Key Improvement NeedsComments & Evidence Comments & Evidence

Analytical Thinking

Innovativeness

InitiativeDevelopment OrientationConcerns for Standards

Results Orientation

Form continued

D Training & Development Needs

Signed by Individual : Name : Date :

Signed by Line Manager : Name : Date :

Agreed with Sr. Manager/HoD : Name : Date :(Where appropriate)

Agreed / supported by SGM (HR):: Name : Date :

Approved by MD : Name : Date :

On the job (projects, assignments, coaching, etc.) Action By Duration/Timing

Formal (training program, seminar, higher education, etc.) Action By Duration/Timing

EXAMPLE OF A FILLED CDP FORM

Name : D.O.B :

Designation : Grade :

Department : Projects

A Education :

B Summary of Experience / Job History

INDIVIDUAL CAREER DEVELOPMENT PLAN

1. Biographical & Historical Data :

Mr. ABCD 01.04.1962

Chief Engineer

Degree / Name / Location of Duration Year Grade / Major SubjectsDiploma / Institution Completed Division /

Certificate Marks

Matric Govt. High School, Sahiwal 1977 1st Div Science

Statistics, Economics

F.Sc. BISE, Multan 1980 1st Div Pre-Engg

SNGPL Projects Site 08.06.88

B.ABahauddin Zakria University, Multan 1984 2nd Div

B.E 1st Div

II Site 08.06.90 31.07.93

Roles, by Job Title : Company Function / Grade / Dates

Trainee Engr

23.11.06 to date

Current Role First Department Level From

Projects VII Site 21.08.06

ToCE (Const North) SNGPL Projects VII HO

22.11.06

DCE(P) SNGPL Projects VI Site 01.10.02 20.08.06

CE(Mat & Const) SNGPL

Sr. Engr (P) SNGPL Projects V Site 01.04.00

Site 01.08.93

30.09.02

Proj Engr SNGPL Projects IV Site 01.12.96 31.03.00

30.11.96

Asstt Engr(Prob) SNGPL Projects

Asstt Engr (P)

VII

Location : Head Office

Metalurgical Engg & Material SciencesUET, Lahore 1988

7.06.90

Locations

SNGPL Projects III

Example Continued

C Summary of major training undertaken, including Business / Technical Education :

01 month

D Wishes of Individual (From a recent discussion)

Next Position / Function :

Longer Term :

Geographic Preferences :

2 Operational Data

A Summary of Performance for last 3 yearsbased on performance against objectives

Atomic Energy Minerals Center, Lahore

Year

1987

Duration

General Manager (Projects)

Managing Director

Lahore

Year 2007 2006 2005

Rating (%age) 82 79 80

The individual has completed all his tasks during the period in time, has strong academic background, good financial/admistrative control over his section

Summer Orientation of Tech/Scientific Students

Nature Institution

Comments :

Example Continued

B Use Competencies to identify Key Leadership Strength and Improvements

C Typical Exposure / Development Positions Planned

In 0 - 1 Year

Comments

2 - 3 Years

Comments

Longer Terms

Comments

BehaviourPositive with Superiors, but incosistent with peers and subordinates

People have tendency to view him as hard and unsympathetic

Very positive as always searching for +ve bottom line. Results Orientation

Chief Engineer in same function

implementation of the development plan at his current position

Chief Engineer in other functions (Trans, Dist)

Cross functional rotation for capacity building/increase his company knowledge of other functions

Considered for HoD

The consideration for HoD should be subject to sucessful implemenation of Development Plan

Area of greatest concern. Team PlayerViews himself as team member, but others question.

Is concerned to develop himself but works more up than across

Development Orientation Shares limited information with peers and juniors

Prompt himself and and has same expectations from others

Concerns for Standards

An able person, strives to find positive solutions to issues/problems Innovativeness

Is proactive and has tendency to work independently Initiative Required to develop a team

Comments & Evidence Comments & Evidence

Good Approach, analyizes the job, plans stepwise, keeping all perspectives (financial/adminstrative/ time contraints etc.) in view. Analytical Thinking

Key Strengths Competencies Key Improvement Needs

Example Continued

D Training & Development Needs

Signed by Individual : Name : Date :

Signed by Line Manager : Name : Date :

Agreed with Sr. Manager/HoD : Name : Date :(Where appropriate)

Agreed / supported by SGM (HR):: Name : Date :

Approved by MD : Name : Date :

On the job (projects, assignments, coaching, etc.) Action By Duration/Timing

Emotional Stability - behaviour with peers & juniors GM (Projects) continuous

Formal (training program, seminar, higher education, etc.) Action By Duration/Timing

Team Building & Management/Team Work SNGTI 3 days/ Aug, 08

Behavioural Modification, Stress Management SNGTI 2 days, Oct, 08

Developing Managerial Competancies HR Deptt 3 days/Dec, 08

ABC

XYZ

Identification of Hi-FlyersUsing Different Parameters

Group GradeExec. Eligible if Marks

in AARs >= 70Exec. Eligible if

Marks in AARs >= 65Exec. Eligible if

Marks in AARs >= 60Out of

(Total population)5 2 2 3 346 8 17 20 487 7 7 10 258 - - - 115 - - 1 126 - - - 127 - - - 98 - - - 45 - - - 246 1 3 4 147 - 2 2 78 - - - 25 - - - 46 - - - 37 - - 1 28 - - - 0

Total 18 31 41 211

IIN-Engg

IEngg

IIIFinance

VIIT/MIS

a) AARs 3 yrs (i.e 05, 06 & 07)b) Grades V to VIIIc) Remaining Service 10yrs +

Variable Marks in AARs

Parameters

Constant