Career Development Planning

Career development is the overlap of the organization’s needs with the individual employee’s career interests.  It can also be described as an ongoing process of gaining knowledge and improving skills that allows an employee, when in alignment with the organization’s needs and individual career interests, the opportunity to advance their career.

The graphic illustrates that when the needs of the unit overlap with the individual's interests, career development plans and goals can be developed. The organization’s needs may arise from new competencies needed in the workplace, new strategic initiatives or other opportunities to fill emerging roles or open positions. Individual career interest may be identified through the person’s strengths and development needs, long term career interests or annual goals for professional development.

The key areas of responsibility (KAR's) defining the job classifications and the competencies that are necessary to carry out these responsibilities will help individuals and their supervisors in setting goals and planning for career development to meet the needs of the unit.

The pay practices will also support career development by providing the opportunity for salary adjustments to recognize significant changes in responsibility, whether or not the change is sufficient to justify new classification assignment via promotion or career shift.

Departments

Campus address
121-11 USB
U.S. mailing address
The University of Iowa
121 University Services Bldg.
Ste. 11
Iowa City, IA 52242-1911
Phone
319-335-5298
FAX
319-353-2384

Frequently Asked Questions

A new career development tool is now available for you and your supervisor to document your career growth and job changes.   This document can then be used to support pay adjustments and classification changes, when appropriate.

If you completed a JIF (Job Information Form) earlier in the project, you can document changes since you completed that form in January 2010 (unless you have been reclassified under the old system between January 2010 and April 2011, in which case you can document changes from the point of reclassification). If you have assumed your position since that time, you would document changes from the time you started in your position. If you did not complete a JIF and have not changed positions since 2010, the documentation of job changes would begin from July 2011, when the new job classifications became effective.

If you can document changes in your job using the time frames described above and your supervisor agrees, you can be considered for either a promotion or a career shift to another classification. This does not guarantee a change in classification, but it would be the way to receive consideration for your request.