Professional Development

Managing a Career at PSU

While Portland State University does not provide apprenticeship or direct on-the-job training, the university encourages all employees to consider their long-term and short-term goals in combination with the benefits available to them through the EAP, tuition discount privilege, committee work, etc. Employees are encouraged to discuss their career goals with their supervisors to explore ways in which those goals align with their work at PSU.

PSU recognizes several approaches to career management and professional development at the University and options may include a combination of pathways. Career building is individual and shaped by personal interests and PSU’s career opportunities or job openings. No two employee paths will be the same.

Development As A Critical Part Of Engagement

Helping PSU’s employees figure out career next steps increases engagement and enriches both the individual and the university as a whole.

Employees who feel “stuck” and unable to grow will look elsewhere for other opportunities. Professional development provides the opportunity to increase current skills and expertise, while retaining institutional knowledge and strengthening our community at the same time.

PSU values education and employees can take advantage of a variety of development opportunities in place of other benefits like higher salaries that will attract growth-focused employees.

Professional development is an important component supporting PSU’s annual evaluation process (e.g., informing the Professional Development and/or Performance Objectives sections). This occurs when reflecting on training and development for the coming year. Scheduling regular and frequent employee/supervisor check-ins allow for employees to assess progress made toward goals without trying to fit it all in during the annual evaluation.

Employee Development Plans

Employee development plans assist employees in utilizing the available resources, training, and events that best align with professional goals and development. More information in the Employee Development Plan Guide Summary is provided below.
Supplemental Development Opportunities

Webinars and TED Talks are a great, and often free, way to bring information to the workplace.. Consider watching webinars or talks together with colleagues and then holding a discussion about the topic.
Sign up to receive daily or weekly emails from professional organizations or sites that provide career development advice. A few to consider:
- Linked In (Make connections, read articles, learn from thought leaders)
- The Chronicle Newsletter (news/updates about higher education)
- Vital Smarts Newsletter (Publisher of Crucial Conversations; tips on having difficult conversations)
Lead and/or present at a meeting
Participate in a University committee
Job shadow Attend campus events to expand professional networks
Read a book on a desired skill or knowledge area, and discuss it with a colleague

Employee Development Plan

(This is a summary. A link to download the full guide is below)

Figuring out where to take a career can be difficult. Whether just starting out or with years of experience, an Employee Development Plan can assist in creating short- and long-term goals.

The Employee Development Plan is open-ended, it to help determine short-term and long-term goals. It is also helpful in identifying strengths and skill sets, as well as areas for development that can propel career progression or movement. Below is a summary of the comprehensive guide which can be downloaded in full using the link at the bottom of this section.

Prepare

Before starting on a plan, it may be useful to answer some questions:

Do you know your strengths?
What would others say you excel at?
How do you learn best?
What do you like about your current job/career path and what other things would you like to learn?

Mentors

Mentors help by providing focus and guidance on career success, which is often contingent upon non-technical skills. Mentors should know the employee well and have a grasp of the employee's skill sets and potential. They should also be able to have frank conversations to keep everyone on track.

An Effective Development Plan

Employees are responsible for their own development and for writing a development plan. Managers may make suggestions and help secure resources, but ultimately the employee owns the plan.

After all, it’s your career!

Building on Strengths

The development planning process provides a great opportunity to build on strengths rather than solely focusing on improving deficiencies. With it, employees can better understand where natural talents lay and discover ways to expand work in those areas.

Development Planning Preparation

Employees have a personal responsibility for their own continuous development. The questions below will assist in defining career interests and writing a development plan to help meet your goals. Use these questions as a contemplation guide, or write out your answers for yourself and/or to share with your manager.

Writing a Development Plan

The process of writing an effective development plan starts with assessing current abilities and career interests. Use the PSU Employee Development Plan Template to assist in defining career interests and goals.

Discussing Your Development Plan

Talking about goals with others can help solidify them, and help with follow through on an action plan. In addition to their supervisor, employees should choose 1-2 other colleagues or trusted friends to discuss goals and help with the plan. They may offer suggestions, or simply provide support and encouragement, that can help with development.

Download the Guide and Template

Download the Full Guide and Template

Professional Development Opportunities

Hosted by HR for Supervisors

Manager Training

Ongoing development for managers is important! Provided below are some training opportunities for new, current, or aspiring PSU managers to learn and develop, while also building their network of fellow managers.

HR-101: Introduction to Management at PSU

HR-101 is a self-paced, online learning opportunity that introduces the systems, obligations, and terminology to support employees new to supervisory roles at Portland State. Utilizing content presentations and associated quizzes, the course covers four critical areas of employee management:

Hiring & Recruitment
Payroll, Wage & Hour Law
Protected Leaves, ADA, Workers' Compensation
Managing Performance

HR-101 is designed to assist supervisory employees during their initial onboarding as well as prepare them to take the next course in the series, HR-201: Manager Basics Training.

Click Here to Enroll in HR-101

HR-201 PSU Manager Basics Self-Guided Course

HR-201 is the second in the series of manager training courses available to PSU employees in supervisory roles. This course builds on the information presented in HR-101, which serves as a prerequisite to enroll in this course. If HR-101 has not been completed, please return to it within Canvas and begin there.

HR-201 is self-guided and provides an in-depth exploration of topics important to PSU supervisors, including:

Hiring Best Practices
Enabling the Success of your Reports
Manager Requirements
Performance Management

Click Here to Enroll in HR-201

Performance Evaluation Writing Workshop

Format: Brief video available anytime.

Audience: Supervisors who are responsible for evaluating employees, and staff who support leaders in the administration of evaluations.

Topics: The video covers the performance evaluation process for employees in non-faculty positions and discusses best practices.

Writing Evaluations Webinar

PSU Policy Training

PSU employees are responsible for understanding and adhering to all University policies. These policies cover standards for the workplace, obligations and restrictions, security, and much more. Below are resources to supplement the policies regarding obligations and security awareness.

Child Abuse Reporting

FERPA

Phishing Awareness

Prohibited Discrimination

Access All PSU Policies

Veteran Supportive Supervisor Training

To help support and retain veterans, this online training is available to all PSU employees. Supervisors at all levels are encouraged to complete the training.

Veteran Supportive Supervisor Training