Career Stages

• The late psychology professor Donald Super developed the life-span theory of vocational development in which an individual's self-concept evolves as a result of experience. Dr. Super outlined six stages of development -- identification, exploration, growth, establishment, maintenance and disengagement -- each carrying a specific learning need and correlating action to address it. Choosing a career requires an assessment of interests. New employees fall into the exploration stage. The growth stage sees employees learning job requirements but needing to deal with organizational demands. As they become supervisors in the establishment stage, learning to mentor becomes important. They reach their career peak in the maintenance stage, yet need opportunities to keep pace with their specialty. In the disengagement stage, employees see retirement on the horizon or have "burned out" and need to entertain possible career options.
  
  

Types

• Learning opportunities take many forms. Formal training can be acquired through workshops, conferences, seminars and classes, the latter often supported through tuition-reimbursement. On-the-job experience gained through cross-training, temporary assignments or special projects, and job shadowing offers low-cost, effective career growth. Presentations and committee chairmanships help develop valuable communication skills. Computer-based self-instruction lets the employee combines learning with convenience. Networking and participation in professional societies or civic organizations expand employee horizons and present mentoring opportunities.
  
  

Responsibility

• The annual performance appraisal presents an opportunity for supervisors to identify competency gaps, discuss career aspirations and suggest possible career paths with employees. While providing support and information lies with the supervisor, pursuing professional development suggestions falls to the employee.
  
  

Employment Law

• Federal legislation prohibits discrimination in employee training programs. Under Title VII of the Civil Rights Act of 1964, Age Discrimination in Employment and Americans with Disabilities Acts and Title II of the Genetic Information Nondiscrimination Act of 2008, employees cannot be denied career advancement educational opportunities due to their age, sex, disability, race, religion or genetics.