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Career OVERVIEW Career development can be accomplished in a variety of ways. Informally, an employee may develop new skills by being involved in a special project or training new employees. Formally, The CDAP offers additional resources and opportunities to assist employees in developing their career choices. Employees may initiate Career Development Plans, which are tools that assist employees in achieving their career goals. Informal resources and opportunities for career development include: • offering to work on a special project (updating procedures, developing a resource list for a job duty or task, etc.) or suggesting a project to fill a specific need and then offering to work on it or coordinate it • coaching/training new employees or instructing a class for existing employees • developing training materials • assisting with a hiring process • publishing an article in a professional journal • taking a leadership role (union, coach, volunteer, church group, etc.) • taking classes (LCC, U of 0, etc.) • Career Development Checklist Employees must take the initiative and responsibility to develop their careers. This is a personal choice. While the City may be able to assist in many ways, employees are responsible for initiating their Career Development Plans and tracking progress. Supervisors are encouraged to support employees in achieving their career goals. "Although the shift I made was a lateral move, I know that I might not be here if I had not had a career development opportunity...." "...as a result of some staff turnaround in planning, I was offered a one -year career development opportunity-" "Reeemly, a member of the short-range planning team moved on to another job. Because of my background and experience in the Planning Division, gained from career development, I was offered thejob." Kevin Young, Planning and Development Department (Mbooklet 11199) 5