| Re: .0
I think as in .1 said, you first need to sit down with your manager,
and have a one-on-one talk. When you approach this meeting, don't
go in without your homework. Some things you should have researched
are the following:
- Your job code as it stands now
- Your job requirements as it stands now
* both of these can be obtained thru personnel
- Where your strenghts and weaknesses are to meet your job
requirments now
- DEC courses and seminars that can help you change the weaknesses
to strenghts, and a listing of when these meet
*this can be obtained through Bedford Education Services
- Outside courses (Jr. College/ 4 year institution) that can
help you meet these objectives also
- A career plan as to where you want your growth to go
* include next 2 or 3 jobs down the road - choosing
several different avenues perhaps
o where your strenghts and weaknesses are to
reach those career growths
* include both DEC courses and outside courses that
will help you meet these goals
- Also include what you see as a possible solution to your problem
as stated in .0. Time lines are good. Try to put down at least
one course a fiscal quarter, and WHY this course will benefit first
DEC and then you. You might not get to take that course, but at
least your full reasons are in black and white where your manager
can see and absorb, and also address the organizations needs.
Don't just stop at DEC available courses. There are a multitude
of colleges around here. Look into an MIS, CS, BSEE, and other
degrees. DEC will reimburse you for your cost, and even advance
you the money up front as a loan if needed. If you can get your
manager to agree that the courses are job related, DEC will even
pay for the courses upfront and you won't have the money added to
your W2 at the end of the year (nice Benefit).
If your manager can see you are serious, and have done a considerable
amount of upfront leg work, I think you will find him/her more willing
totalk to you and to help you set a career path for yourself, and
help you obtain it.
- Gale
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| There could be many reasons your supervisor may be reluctant to
send you to formal classes. The thing you should be working first,
however, is not classes, but your development/training. Classes
may fit into the solution, but probably only as a piece of it.
My suggestion is to work a job evaluation process with your supervisor.
Get yourself to a point where you are being evaluated and work the
development and training objectives.
There are many ways to get training in DEC, including formal classes.
Good luck.
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| I'd second .4, classes are at most a piece of the solution.
the real issue is to get your supervisor and yourself working together
to define your present job requirements, evaluate how you fill them,
and planning how you can grow within that job and into another job.
the risk with pushing classes and qualifications themselves without
fitting them into a career plan is that your manager might see that
as meaning that you intend to use the present job as a stepping
stone that will leave him with a vacancy to fill as soon as he gets
your compentance up. Instead you want to plan a reasonable growth
path that lets you build from your current job, preferrably into
new areas that can contribute to your present organization. That
way he's investing in his own (or, his organization's) future as well
as yours.
as was pointed out above, you can get copies of the job description
from personnel - but you might also want to ask your supervisor
for *his* definition of your job. After all, that's the yardstick
he'll use to write your review. And it helps let him know that
you're trying to define a career path - tell him that's why you
want it! Also, get the description for the next level or two, to
see what you're aiming for in your present job.
and good luck!
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