goal setting +career management portal guidelines - final
TRANSCRIPT
Career Planning and Goal-Setting
Launching My Career Management Portal
Deloitte Consulting LLP
FY 2011
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Expectations are differentiated based on: Type of WorkLevelCareer ModelOnshore/Offshore baseMCC Profile
Comprehensive set of expectations individualized to reflect your level and HR model
Four components provide a holistic approach for managing your professional development and career
Talent Expectations Framework
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Highlights the key categories of professional contribution and development expected from practitioners.
Individuals are evaluated against these categories during the evaluation process.
Performance Management Framework
Performance Evaluation — (What You Produce)
Promotion — (How You Do Work/Where You Build Expertise)
Current Year Client Value
Current Year Firm Value
People Development
Performance at Next Level
Performance History
Project performance (PEs)
Project nature and complexity
Practitioner’s role and complexity
Relationship building
Metrics (utilization, sales, managed $, profitability)
Proposal efforts Learning Internal and
external eminence building
Knowledge sharing
Recruiting Deloitte
community contribution and leadership
Apprenticeship of self and others
Counseling relationships
Mentoring relationships
Network (service line, industry, geography, junior and senior staff)
Mastery of all TIPL criteria for current level
Demonstrated performance at next level of TIPL (at least 6 months)
Pace of progress to next level
Service Line and/or Industry support
Track record of consistently high performance over time including client value, firm value and people development
Demonstration of behaviors and attributes consistent with being a future principal/director or senior client executive
Who You Are
Intellectual Curiosity
VersatilityLeadershi
pMotivation/Drive Presence Integrity JudgmentAs used in this document, “Deloitte” means Deloitte Consulting LLP, a subsidiary of Deloitte LLP. Please see www.deloitte.com/us/about
for a detailed description of the legal structure of Deloitte LLP and its subsidiaries.
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TIPL model captures the competencies and related behaviors expected of every practitioner.
Proficiency levels for each competency are mapped to career levels to create differentiated expectations.
Proficiency levels are:
Foundational, Advanced, Mastery or Maintaining Mastery
TIPL groups your professional competencies, or performance dimensions, into 4 categories:
How You Do Work: TIPL Model
Technical Industry Professional Leadership
Thinks Logically Performs Analytics &
Modeling Understands
Organizational Dynamics Demonstrates Financial
Acumen Understands Business
Functions/Departments Performs Market Analysis
Analyzes the External Environment
Analyzes How Businesses in the Sector Succeed
Knows the “Heart of the Business”
Solves Problems Develops Self Communicates Clearly
and Effectively Manages to Results Builds and Shares
Knowledge Manages and Executes
Projects Develops Business
Teams with Others Builds Relationships Manages Change and
Ambiguity Develops Others Leads Strategically Leads Others
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Our Need: Our people need easy-to-use, easy-to-access tools to help them understand where they are, think through where they want to be and articulate how they plan to get there. This will prepare them to have the career conversations they need to effectively manage their careers.
Our Challenge: Our people currently go to multiple places to access resources and complete activities to manage their careers, resulting in frustration and confusion for both practitioners and counselors.
Our Solution: Implement a Career Management Portal as a one-stop-shop for our people to manage their careers and for our leaders to support their people.
August’s Career Planning activities will add the completion of a comprehensive competency self-assessment, and will offer practitioners the option to set long term goals and create a development plan in addition to the l annual goal setting they traditionally perform
My Career Management Portal (https://deloitteteams.deloittenet.com/sites/TDD/default.aspx)
Career Planning Activity Required/Optional? Time to Complete
Comprehensive competency self-assessment Required 15 min
Long-term goal setting Optional 10 min
Annual goal setting Required 35 min
Development plan completion Optional 35 min
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My Career Management Portal “Home”
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Counselor information is critical and you need to enter their name to enable them to view your information. You cannot change counselors using this tool – counselor switching is completed with your Talent Manager.
Reminder
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Long Term Goals
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What are they?
Goals that extend beyond the current fiscal year, typically with a three-, five-, or ten-year horizon.
Should reflect your passions, interests and long-term objectives,
An opportunity for you to take a step back and consider what you want to accomplish throughout your career — and then discuss it with your Counselor.
By understanding where you want to go and putting a plan in place to help you get there, the more likely it will be that you will accomplish your goals.
Ask yourself a few questions:
What are my personal and professional interests?
What are my values, strengths, current challenges and development needs?
What position or role would I like to attain within the next 3, 5, or 10 years either inside or outside of Deloitte?
How do I anticipate my career/life fit needs to evolve across different stages of my career?
What knowledge, skills and experiences do I need to gain to meet my long-term goals?
What successes from the past do I want to build on? What gaps do I need to close
Long Term Career Goals
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1.Launch My Career Management Portal
2.Click on the “Goal Setting” tab
3.Click on “Action: Set/Update Long-Term Goals”
My Career Management Portal: Long-Term Goal Setting Tab
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Comprehensive Competency Self-Assessments
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Competency Assessments help practitioners better understand their performance against competency expectations and inform their development efforts
*Counselor competency assessments will be completed during Mid-Year
Competency assessments:
•Provide a gauge of performance against competency expectations
•Serve as a foundation for goal-setting and development planning
•Are required for completion during the FY11 Career Planning process for practitioners*
To complete their self-assessment, practitioners should:
•Gather and review past performance data
•Access the “Assessment” tab in the Career Management Portal to launch the competency self-assessment tool
•Compete the self-assessment
•Discuss the results with their Counselor
Required for FY11:
A Competency Assessment will enable the practitioner to understand where they stand in comparison to what is expected of them, to help them determine where development is required, or figure out how to demonstrate they are ready for the next level.
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Key Steps for Completing a Comprehensive Competency Self Assessment
Just 3 steps
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My Career Management Portal “Home”
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Reference #1 – “Competency Name”: is your working list of competencies which have been assigned by your job/role, Counselor, or you.
Reference #2 – “Source”: indicates the party that assigned you a specific competency.
Reference #3 – “Targeted Proficiency” indicates the proficiency level assigned to you by your career level, areas of consulting, and career model.
Reference #4 – “Assessments”: allows you to view the details of your Self-Assessment and/or your Counselor’s assessment.
“My Competencies”
Close gap link takes you to the Learning
Center
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Steps to Self Assessment:
Click the “Perform Self Assessment” link and you will be directed to the “Assess Competencies” page.
To view details, including the description of the competency, select the name of the competency (referenced in #1)
To view the proficiency level descriptions for the competency, select “View Theme Detail” (referenced in #2)
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Resources and links readily available in the Competency Assessment tab
E-Learning course will be available also that will be able to work simultaneously as
you conduct the elf-assessment
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Annual Goal Setting
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Setting Goals enables you to articulate the results that you will produce in the coming Fiscal Year and longer term in your career
There are at least three types of goals that are usually discussed between a Counselor and a Counselee.
Annual goals (required)
Note: MCC and Annual goals – With confirmation by their Counselor, appropriate Practice Leader and Talent Manager, Counselees who receive approval to modify their MCC profile must then manually adjust performance goals to correspond with their new profile.
Long-term career goals (optional)
Engagement goals (required on each Project Evaluation)
Completing your goals:
Review your year-end performance evaluation and your competency self-assessment results to determine areas of strength and areas for improvement
Access the “Goal Setting” tab in the Career Management Portal to:
• Document your long-term goals in the section provided. You have the option to keep each goal private if you want to work them further or share them with your Counselor.
• Launch the annual goal setting tool (DPME) to document your goals in each required category. Goal categories tie to the Talent Expectations Framework and guidance is provided within the tool and in the Career Planning handbook.
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Setting Goals Using the Framework
It is recommended, but not required, that you set at least one goal for each of the seven goal categories except for the How You Do Work-TIPL category. For this category, it is recommended that you set three to
five goals as this category specifically deals with competency development and expectations
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SMART GoalsThere are many potential sources upon which individual goals can be based. Practitioners should establish goals that leverage and build upon identified strengths and address developmental opportunities.
An example of a poorly written goal:
I will improve my knowledge and skills around Managing and Executing Projects.
An example of a well written goal:
I will expand my knowledge and skills around Managing and Executing Projects by serving as an accountable and motivating Impact Day Site Manager. This will be measured through successful completion of the site objectives on Impact Day with an engaged and motivated team, meeting or exceeding the scope of agreed-upon activities and client expectations, and positive feedback from team members regarding their team experience on the day of the event.
Counselors should meet with each of their counselees to review the SMART goals to ensure that strengths and development areas and core competencies are identified
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FY11 Career Planning & Goal Setting
• Identify after considering feedback,
business expectations, and your
professional goals.
• Priorities for metrics you need
to achieve
• Priorities for skills/ capabilities you want to develop
• Are your priorities aligned with what the business expects of
you and/or your professional goals?
• Which of the priorities would be the top 3-5 for focus in the next
fiscal year?
• What were the feedback themes you
heard from your Counselor and Project
Managers?• What are your key strengths to build on?• What development opportunities do you
need to address?• What opportunities for
growth have been identified?
• What were some of the suggested actions or next steps for you?
• Are you clear on what is expected of you in
your role?• Have you reviewed
materials that help define expectations
• Performance metrics guidelines
• Bare Minimums and learning requirements
• Competencies for your Function, Service Area and/or level
• Current-year business priorities
• What are your professional interests
and capabilities?• What skills do you need to build to meet
your professional goals?
• What experiences will help you meet your professional goals?
• What does your Mass Career Customization profile say and how will it influence your
goals or desired pace of progress?
What previous performance feedback
have you received?
What does the business expect of
you?
What are your professional aspirations?
What are your 3-5 priorities for the next
year?++++ ==
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Key questions to ask:
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DPM-Goal Form Work Flow
Both Counselee and Counselor can add
comments to the goal form at Mid- Year and Year-
End. The Comprehensive Counselor Competency Self Assessment can be edited
at Mid- Year and Year-End
Counselor reviews competency self-
assessment and goal form , adds comments to
goals , and discusses changes directly with
Counselee
Competency Self-Assessment
Review Period
Ready for Approval
Final – Awaiting Acknowledgement
Once satisfied with the goals and full
agreement reached with Counselee, the
Counselor clicks Approve
Final
Return for Revision: During the goal- setting process the Counselor can return the form at any time to the Counselee
Please note : The goal form becomes the Mid- Year form and the Mid- Year form becomes the Year-End form. Therefore, if you miss the Goal- Setting deadline you will not be able to complete your goals or
make changes to goals until the Mid- Year or Year- End form becomes available.
Identify Annual Goals
Development Planning
Counselee completes initial
goal form in DPME and clicks Submit to send
to Counselor (required)
Counselee revises goals appropriately in DPME
and re- submits goals to Counselor for final
review
Counselee completes
Comprehensive Competency Self-
Assessment (required)
Counselee identifies long-term goals and
completes Development Plan
(optional)
Counselee signs the goal form by clicking
Acknowledge under the Final
Acknowledgement tab
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Be proactive in preparing goals
Ensure that your Counselor understands your goals
Ensure your Counselor understands your career-life choices both now and in the long-term
Complete the Comprehensive Competency Self-Assessment and take into account the results as it relates to goal setting
Here are some key steps in the Goal-Setting process:
Access Goals in DPME
Validate MCC Profile
Complete the Metrics, Goals, and Overall Assessment sections
Meet with counselor to discuss draft goals and MCC profile
Revise Goals as necessary and submit to return to counselor
Counselee’s Role
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Ensure that your Counselees’ goals are aligned with the practice’s goals and are appropriate for the individual and in alignment with their Competency Self Assessment
Validate that your Counselees’ current career life choices are depicted in the baseline MCC profile
Review the key steps in the Goal-Setting process before meeting with your Counselees
Meet with your Counselee to discuss draft goals and MCC profile
Ensure that your Counselee’s practitioner’s long-term goals, projected promotion date, and industry, sector, market offerings, service area, and service line are aligned
Counselor’s Role
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Development Planning
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You should consider identifying development activities in these four categories:
Learning Plan — Formal learning can accelerate your on-the-job performance by providing you with a focused opportunity to build skills that you can take back to your everyday work. Be sure to effectively plan a formal learning schedule to reach your 40 hour learning requirement.
Desired Project Experiences — Project experiences provide a powerful opportunity to both broaden and deepen your skills.. It helps to start by getting clear about what you want and your priorities.
Internal Practice Contributions and External Activities — provide you with opportunities to gain exposure to an unfamiliar area and build skills; provide opportunities to demonstrate your expertise and build eminence.
Networking Plan — Networks and communities provide practitioners with targeted, one-on-one coaching and feedback. These networks and relationships can include senior, skilled advisors and peers who provide coaching and advice. Thinking through how to leverage individual relationships and communities will help you grow your network in a focused way to address your development needs.
What to include in your Development Plan
For each Development Plan category listed above, you should consider identifying 1-5 actions and rank them based on your priorities. You can access samples of
Development Plan actions in the My Career Portal.
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Launch the My Career Management Portal
Click on the “Development Planning” tab
Use the “Action” links at the bottom of the page to define and/or update new Development Plan experiences
My Career Management Portal — Development Plan Tab
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Key Components of Development Plan Tab
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MCC & Career Planning
The MCC framework gives ‘permission’ for more enriching
career conversations by providing a structure for career-life fit dialog and serving as a visual roadmap for both
the counselor and counselee.
Be sure to check out the new virtual advisor, “DOT”, on DeloitteNet . She can help you focus of yourself and your
career-life fit.
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What is a career conversation? A career conversation is about the big picture of your career goals and aspirations, a meeting in which
you and your Counselor can discuss your long-term career plans and what you can do today to help you get there.
When? You’ve completed your Competency Self-Assessment, created annual and long-term goals, and
created a personal Development Plan. A next step in the career planning process is to conduct a career conversation .
What should I expect from a career conversation? Expect — and be prepared — to discuss your passions, interests and long-term objectives. With that
clarity, you can discuss how this year’s plans support you in aligning your work with those passions, interests and long-term objectives.
Preparing for a Career Conversation — Ask yourself a few questions: What are my personal and professional interests? What are my values, strengths, current challenges and development needs? What position or role would I like to attain within the next 3, 5, or 10 years either inside or outside of
Deloitte? How do I anticipate my career/life fit needs to evolve across different stages of my career? What knowledge, skills and experiences do I need to gain to meet my long-term goals? What successes from the past do I want to build on? What gaps do I need to close
Career Conversations
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Career Planning and Goal-Setting Timeline for Commercial and Federal (including U.S. India)
Counselors to review their
Counselee’s finalize FY11 goals for all
Counselees in DPM (MANDATORY)
by 3rd SEPTEMBER 2010
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Additional Resources
Resource and Link Additional Information
My Career Management Portal
Provides a one-stop shop for you to access the resources you need to conduct your career planning activities — including competency assessments, goal setting and Development Planning, Career Planning Handbook.
DPME System This link takes you to the DPME system and its support links.
Talent Expectations Framework
The expectations framework against which goals are set and a practitioner’s development progress and performance are tracked.
Mass Career Customization TM (MCC)
Answers to questions about MCC, sample goals, conversation guide, etc. “Dot” is a virtual advisor who can help you enter goal setting; help you focus on yourself and your career-life fit, and help you prepare for a meaningful conversation with your counselor. click here
Deloitte’s Industry Proficiency Program
This program is a self-driven, self-paced framework designed to help practitioners attain progressive industry/sector proficiency levels based on industry-related professional activities including project hours, learning hours, and eminence activities.
Questions?
Copyright © 2010 Deloitte Development LLC. All rights reserved.