Career Information -Career Pathing Information

Introduction

Career pathing is the process by which individuals map career path options, either between jobs or within organisations. People can make career moves that match their skills, education and interests as they grow, and they need to be aware of the skills required to execute a particular role in order to progress into other positions.

Case study

Carmen finished matric last year, and nothing seemed to be working in her favour. She did not have money to spend on university, and her family lived in debt after her father's retrenchment a few years earlier. Carmen was desperate for work but knew that finding work without qualifications or experience would be hard. She went to visit a CDP, Maya, and seemed to be in a hurry to collect information and leave. Maya invited her to sit awhile and talked her through internships and apprenticeships in various fields, from phlebotomy to agriculture. Carmen's matric results were excellent, with impressive Mathematics and Physics marks, but she had no inkling what to study, as she had not thought that far ahead given the financial tensions at home.

Eventually she told Maya that "anything will do", as long as it was something. Maya was saddened that Carmen did not want to give her career much thought, but helped her with the information needed, assisting with applications and teaching her how to market herself using her matric results and existing skills. Carmen was pleased at the prospect of getting something so she could help sustain her family.

Examples of career paths

When setting goals and planning a career path, practitioners must remind clients to be realistic, as there are processes and job requirements at every level of progression. Some standard paths include:

- Administration: Administrative Assistant to Executive Assistant to Office Manager.

- Advertising: Advertising Account Coordinator to Assistant Account Executive to Account Executive to Senior Account Executive.

- Communications: Public Relations Assistant to Public Relations Representative to Assistant Director of Public Relations to Director of Communications.

- Customer service: Customer Service Representative to Inside Salesperson to Outside Salesperson to Major Account Salesperson to Regional Sales Manager.

- Editorial: Editorial Assistant to Assistant Editor to Associate Editor to Editor to Senior Editor to Editorial Director.

- Education: Teacher to Curriculum Coordinator to Assistant Principal to Principal.

- Engineering: Junior Engineer to Senior Engineer to Project Manager to Engineering Consultant.

While these are standard paths, in reality a person's career will often change between sectors as they move towards the type of work that holds the most purpose for them.

Importance of career paths

Many learners make career decisions on a whim or based on circumstance. There are the fortunate few who invest in a field and love what they do, and the unfortunate few who end up hating their jobs and become miserable over the years. CDPs can be of great assistance by working out a career path with the learner. Career planning takes many hours of preparation and must be revisited often, as one's entire future and earning potential rely on it.

CDPs can assist clients with a step-by-step guide to career planning.

Step 1: Make a list of occupations. The first step requires reflecting on all the occupations the learner is curious about, even those from childhood or high school. Creating a list helps identify areas of interest.

Step 2: Explore all occupations on the list. This phase involves research, which need not be daunting. Learners read adverts and short articles about each profession, and can tabulate the information if they wish, keeping all occupations of interest without yet deciding on a final option. Learners should check a range of resources, including brochures, online and paper versions, and staff reviews, and read published journals, asking whether a career of interest requires a formal qualification. They should talk to as many people as possible about various professions, starting within their community, church or close circle, and using LinkedIn where available. Practitioners should also invite learners to focus on themselves through self-assessment, since learners can be influenced by peers, by asking questions such as: What do you want to become? Does your choice require formal career education? Do you know what skills are required, and do you have them? Do you prefer working with other people, and in what way? How much money is required, and is it financially viable?

Step 3: Create the shortlist. Learners now shortlist their choices based on what they learned in Step 2, eliminating options that no longer impress and reducing the list to about five occupations.

Step 4: Make a final choice. From this small, manageable list, practitioners can ask further questions to help the learner reach a final decision, based on the profession that will bring the most satisfaction and fit their goals and future skills.

Step 5: Start the career plan. By this point, the learner will be aware of the skills required for the occupation, which sets the stage for creating a career path that helps them reach their goals and secure the ideal job. CDPs can ask whether the learner needs to apply to a university or college; which institutions they have identified; what barriers they could face and how to overcome them; and what possible career paths exist for their chosen occupation.

Career planning for seasoned employees

CDPs may also deal with more mature and seasoned employees. Practitioners can engage with these clients to create a career plan together.

Step 1: Set realistic goals and explore jobs within the organisation. Clients should look carefully at their own goals and the organisation's, keeping them realistic; office administrators seldom become CEO within their first year, though it is possible over time through study and experience. Setting short-term and long-term goals defines the objective and helps identify the necessary skills, competencies and knowledge. Clients should explore opportunities within the organisation by talking to management, supervisors and human resources to identify which departments are expanding and their staffing needs.

Step 2: Journal the career plan. Keeping a journal of goals and objectives records what has to be accomplished and how, and makes discussions with management easier, showing that the employee is dedicated to growing.

Step 3: Create the path. Every client is responsible for following their own career path. Despite having a mentor or applying internally, nobody else is responsible for their success. Clients must take ownership of their learning path and its challenges and rewards, and if an organisation is unwilling to support their growth, they must find other ways to get the training and development they need.

While creating the path, CDPs can ask clients about the requirements for a promotion, the skills gaps they currently have, the kinds of projects or experience they need, and the significant habits or traits of people who are successful in the target role.

Conclusion

CDPs have a role in helping clients research future career pathing and training to achieve work satisfaction. When clients understand themselves and what is available to them, setting goals becomes easier and more achievable. A clear career-pathing plan motivates clients, and they can revisit it as often as they need, depending on their circumstances.