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.

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 helps 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:

1. Do you know your strengths?
2. What would others say you excel at?
3. How do you learn best?
4. 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

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.