Career Planning & Development

At OU, we recognize the significance of empowering our employees with the right tools and resources to foster their career planning and development. Whether you're seeking advancement in your current role or embarking on a new career path, the resources available here are provided to inspire and guide you along the way.

Employee Responsibilities

Employees are responsible for championing their careers. It is important for employees to:

1. Identify Strengths and Development Areas: Recognize your strengths, development areas, and the work activities you enjoy.
2. Understand the Career Development Process: Gain a clear understanding of the career development process by participating in training and development activities focused on career planning, resumes, interviewing, job searching, personal branding, and networking.
3. Create and Implement a Career Development Plan: Take the initiative to create and implement a career development plan.
4. Seek Career Guidance and Support: Career success is rarely achieved alone. Therefore, we encourage employees to reach out to their supervisor, mentors, coaches, or a career services agency for assistance with creating and implementing a career development plan.
5. Research Opportunities: Research various ways to gain the knowledge, skills, abilities, and experience required for success in your dream job.

Supervisor's Role in Career Development

Supervisors can support employee career development efforts by:

1. Encouraging Ownership: Encourage your team members to take ownership of their career development.
2. Supporting Career Development Plans: If they already have a career plan, ask how things are going with its implementation and how you can support their accomplishment of short-term and long-term career goals. Let them know that it is okay to revise their plan if their career goals have changed.
3. Providing Opportunities: Provide opportunities for them to network and gain knowledge, skills, and experience in key development areas. Examples include attending related training and workshops, on-the-job training, job shadowing, mentor/mentee opportunities, reading books and manuals, special projects, stretch assignments, leadership and networking opportunities, and attending next-level meetings.
4. Offering Coaching and Feedback: Provide coaching and honest feedback about employee knowledge, skills, abilities, and performance, especially in areas important for career success.
5. Discussing Advancement Opportunities: Discuss lateral and vertical advancement opportunities in their current position, department, and across the university.
6. Sharing Resources: Make them aware of the tools and resources the University has available for them, such as this website.

Courses & Resources Catalogue