Career Planning and Goal-Setting

Launching My Career Management Portal

Deloitte Consulting LLP

FY 2011

- 2 -- 2 - Goa

l Set

ting

+C

aree

r M

anag

emen

t Por

tal G

uide

lines

- F

INA

L.pp

t

Expectations are differentiated based on: Type of WorkLevelCareer ModelOnshore/Offshore baseMCC Profile

Comprehensive set of expectations individualized to reflect your level and HR model

Four components provide a holistic approach for managing your professional development and career

Talent Expectations Framework

- 3 -- 3 - Goa

l Set

ting

+C

aree

r M

anag

emen

t Por

tal G

uide

lines

- F

INA

L.pp

t

Highlights the key categories of professional contribution and development expected from practitioners.

Individuals are evaluated against these categories during the evaluation process.

Performance Management Framework

Performance Evaluation — (What You Produce)

Promotion — (How You Do Work/Where You Build Expertise)

Current Year Client Value

Current Year Firm Value

People Development

Performance at Next Level

Performance History

Project performance (PEs)

Project nature and complexity

Practitioner’s role and complexity

Relationship building

Metrics (utilization, sales, managed $, profitability)

Proposal efforts Learning Internal and

external eminence building

Knowledge sharing

Recruiting Deloitte

community contribution and leadership

Apprenticeship of self and others

Counseling relationships

Mentoring relationships

Network (service line, industry, geography, junior and senior staff)

Mastery of all TIPL criteria for current level

Demonstrated performance at next level of TIPL (at least 6 months)

Pace of progress to next level

Service Line and/or Industry support

Track record of consistently high performance over time including client value, firm value and people development

Demonstration of behaviors and attributes consistent with being a future principal/director or senior client executive

Who You Are

Intellectual Curiosity

VersatilityLeadershi

pMotivation/Drive Presence Integrity JudgmentAs used in this document, “Deloitte” means Deloitte Consulting LLP, a subsidiary of Deloitte LLP. Please see www.deloitte.com/us/about

for a detailed description of the legal structure of Deloitte LLP and its subsidiaries.

- 4 -- 4 - Goa

l Set

ting

+C

aree

r M

anag

emen

t Por

tal G

uide

lines

- F

INA

L.pp

t

TIPL model captures the competencies and related behaviors expected of every practitioner.

Proficiency levels for each competency are mapped to career levels to create differentiated expectations.

Proficiency levels are:

Foundational, Advanced, Mastery or Maintaining Mastery

TIPL groups your professional competencies, or performance dimensions, into 4 categories:

How You Do Work: TIPL Model

Technical Industry Professional Leadership

Thinks Logically Performs Analytics &

Modeling Understands

Organizational Dynamics Demonstrates Financial

Acumen Understands Business

Functions/Departments Performs Market Analysis

Analyzes the External Environment

Analyzes How Businesses in the Sector Succeed

Knows the “Heart of the Business”

Solves Problems Develops Self Communicates Clearly

and Effectively Manages to Results Builds and Shares

Knowledge Manages and Executes

Projects Develops Business

Teams with Others Builds Relationships Manages Change and

Ambiguity Develops Others Leads Strategically Leads Others

- 5 -- 5 - Goa

l Set

ting

+C

aree

r M

anag

emen

t Por

tal G

uide

lines

- F

INA

L.pp

t

Our Need: Our people need easy-to-use, easy-to-access tools to help them understand where they are, think through where they want to be and articulate how they plan to get there. This will prepare them to have the career conversations they need to effectively manage their careers.

Our Challenge: Our people currently go to multiple places to access resources and complete activities to manage their careers, resulting in frustration and confusion for both practitioners and counselors.

Our Solution: Implement a Career Management Portal as a one-stop-shop for our people to manage their careers and for our leaders to support their people.

August’s Career Planning activities will add the completion of a comprehensive competency self-assessment, and will offer practitioners the option to set long term goals and create a development plan in addition to the l annual goal setting they traditionally perform

My Career Management Portal (https://deloitteteams.deloittenet.com/sites/TDD/default.aspx)

Career Planning Activity Required/Optional? Time to Complete

Comprehensive competency self-assessment Required 15 min

Long-term goal setting Optional 10 min

Annual goal setting Required 35 min

Development plan completion Optional 35 min

- 6 -- 6 - Goa

l Set

ting

+C

aree

r M

anag

emen

t Por

tal G

uide

lines

- F

INA

L.pp

t

My Career Management Portal “Home”

- 7 -- 7 - Goa

l Set

ting

+C

aree

r M

anag

emen

t Por

tal G

uide

lines

- F

INA

L.pp

t

Counselor information is critical and you need to enter their name to enable them to view your information. You cannot change counselors using this tool – counselor switching is completed with your Talent Manager.

Reminder

- 8 -- 8 - Goa

l Set

ting

+C

aree

r M

anag

emen

t Por

tal G

uide

lines

- F

INA

L.pp

t

Long Term Goals

- 9 -- 9 - Goa

l Set

ting

+C

aree

r M

anag

emen

t Por

tal G

uide

lines

- F

INA

L.pp

t

What are they?

Goals that extend beyond the current fiscal year, typically with a three-, five-, or ten-year horizon.

Should reflect your passions, interests and long-term objectives,

An opportunity for you to take a step back and consider what you want to accomplish throughout your career — and then discuss it with your Counselor.

By understanding where you want to go and putting a plan in place to help you get there, the more likely it will be that you will accomplish your goals.

Ask yourself a few questions:

What are my personal and professional interests?

What are my values, strengths, current challenges and development needs?

What position or role would I like to attain within the next 3, 5, or 10 years either inside or outside of Deloitte?

How do I anticipate my career/life fit needs to evolve across different stages of my career?

What knowledge, skills and experiences do I need to gain to meet my long-term goals?

What successes from the past do I want to build on? What gaps do I need to close

Long Term Career Goals

- 10 -- 10 - Goa

l Set

ting

+C

aree

r M

anag

emen

t Por

tal G

uide

lines

- F

INA

L.pp

t

1.Launch My Career Management Portal

2.Click on the “Goal Setting” tab

3.Click on “Action: Set/Update Long-Term Goals”

My Career Management Portal: Long-Term Goal Setting Tab

- 11 -- 11 - US

Con

sulti

ng O

n-sc

reen

S W

HT

_RE

L2V

_043

008

Comprehensive Competency Self-Assessments

- 12 -- 12 - Goa

l Set

ting

+C

aree

r M

anag

emen

t Por

tal G

uide

lines

- F

INA

L.pp

t

Competency Assessments help practitioners better understand their performance against competency expectations and inform their development efforts

*Counselor competency assessments will be completed during Mid-Year

Competency assessments:

•Provide a gauge of performance against competency expectations

•Serve as a foundation for goal-setting and development planning

•Are required for completion during the FY11 Career Planning process for practitioners*

To complete their self-assessment, practitioners should:

•Gather and review past performance data

•Access the “Assessment” tab in the Career Management Portal to launch the competency self-assessment tool

•Compete the self-assessment

•Discuss the results with their Counselor

Required for FY11:

A Competency Assessment will enable the practitioner to understand where they stand in comparison to what is expected of them, to help them determine where development is required, or figure out how to demonstrate they are ready for the next level.

- 13 -- 13 - US

Con

sulti

ng O

n-sc

reen

S W

HT

_RE

L2V

_043

008

Key Steps for Completing a Comprehensive Competency Self Assessment

Just 3 steps

- 14 -- 14 - US

Con

sulti

ng O

n-sc

reen

S W

HT

_RE

L2V

_043

008

My Career Management Portal “Home”

- 15 -- 15 - Goa

l Set

ting

+C

aree

r M

anag

emen

t Por

tal G

uide

lines

- F

INA

L.pp

t

Reference #1 – “Competency Name”: is your working list of competencies which have been assigned by your job/role, Counselor, or you.

Reference #2 – “Source”: indicates the party that assigned you a specific competency.

Reference #3 – “Targeted Proficiency” indicates the proficiency level assigned to you by your career level, areas of consulting, and career model.

Reference #4 – “Assessments”: allows you to view the details of your Self-Assessment and/or your Counselor’s assessment.

“My Competencies”

Close gap link takes you to the Learning

Center

- 16 -- 16 - US

Con

sulti

ng O

n-sc

reen

S W

HT

_RE

L2V

_043

008

Steps to Self Assessment:

Click the “Perform Self Assessment” link and you will be directed to the “Assess Competencies” page.

To view details, including the description of the competency, select the name of the competency (referenced in #1)

To view the proficiency level descriptions for the competency, select “View Theme Detail” (referenced in #2)

- 17 -- 17 - Goa

l Set

ting

+C

aree

r M

anag

emen

t Por

tal G

uide

lines

- F

INA

L.pp

t

Resources and links readily available in the Competency Assessment tab

E-Learning course will be available also that will be able to work simultaneously as

you conduct the elf-assessment

- 18 -- 18 - US

Con

sulti

ng O

n-sc

reen

S W

HT

_RE

L2V

_043

008

Annual Goal Setting

- 19 -- 19 - US

Con

sulti

ng O

n-sc

reen

S W

HT

_RE

L2V

_043

008

Setting Goals enables you to articulate the results that you will produce in the coming Fiscal Year and longer term in your career

There are at least three types of goals that are usually discussed between a Counselor and a Counselee.

Annual goals (required)

Note: MCC and Annual goals – With confirmation by their Counselor, appropriate Practice Leader and Talent Manager, Counselees who receive approval to modify their MCC profile must then manually adjust performance goals to correspond with their new profile.

Long-term career goals (optional)

Engagement goals (required on each Project Evaluation)

Completing your goals:

Review your year-end performance evaluation and your competency self-assessment results to determine areas of strength and areas for improvement

Access the “Goal Setting” tab in the Career Management Portal to:

• Document your long-term goals in the section provided. You have the option to keep each goal private if you want to work them further or share them with your Counselor.

• Launch the annual goal setting tool (DPME) to document your goals in each required category. Goal categories tie to the Talent Expectations Framework and guidance is provided within the tool and in the Career Planning handbook.

- 20 -- 20 - Goa

l Set

ting

+C

aree

r M

anag

emen

t Por

tal G

uide

lines

- F

INA

L.pp

t

Setting Goals Using the Framework

It is recommended, but not required, that you set at least one goal for each of the seven goal categories except for the How You Do Work-TIPL category. For this category, it is recommended that you set three to

five goals as this category specifically deals with competency development and expectations

- 21 -- 21 - US

Con

sulti

ng O

n-sc

reen

S W

HT

_RE

L2V

_043

008

SMART GoalsThere are many potential sources upon which individual goals can be based. Practitioners should establish goals that leverage and build upon identified strengths and address developmental opportunities.

An example of a poorly written goal:

I will improve my knowledge and skills around Managing and Executing Projects.

An example of a well written goal:

I will expand my knowledge and skills around Managing and Executing Projects by serving as an accountable and motivating Impact Day Site Manager. This will be measured through successful completion of the site objectives on Impact Day with an engaged and motivated team, meeting or exceeding the scope of agreed-upon activities and client expectations, and positive feedback from team members regarding their team experience on the day of the event.

Counselors should meet with each of their counselees to review the SMART goals to ensure that strengths and development areas and core competencies are identified

- 22 -- 22 - US

Con

sulti

ng O

n-sc

reen

S W

HT

_RE

L2V

_043

008

FY11 Career Planning & Goal Setting

• Identify after considering feedback,

business expectations, and your

professional goals.

• Priorities for metrics you need

to achieve

• Priorities for skills/ capabilities you want to develop

• Are your priorities aligned with what the business expects of

you and/or your professional goals?

• Which of the priorities would be the top 3-5 for focus in the next

fiscal year?

• What were the feedback themes you

heard from your Counselor and Project

Managers?• What are your key strengths to build on?• What development opportunities do you

need to address?• What opportunities for

growth have been identified?

• What were some of the suggested actions or next steps for you?

• Are you clear on what is expected of you in

your role?• Have you reviewed

materials that help define expectations

• Performance metrics guidelines

• Bare Minimums and learning requirements

• Competencies for your Function, Service Area and/or level

• Current-year business priorities

• What are your professional interests

and capabilities?• What skills do you need to build to meet

your professional goals?

• What experiences will help you meet your professional goals?

• What does your Mass Career Customization profile say and how will it influence your

goals or desired pace of progress?

What previous performance feedback

have you received?

What does the business expect of

you?

What are your professional aspirations?

What are your 3-5 priorities for the next

year?++++ ==

22

Key questions to ask:

- 23 -- 23 - US

Con

sulti

ng O

n-sc

reen

S W

HT

_RE

L2V

_043

008

DPM-Goal Form Work Flow

Both Counselee and Counselor can add

comments to the goal form at Mid- Year and Year-

End. The Comprehensive Counselor Competency Self Assessment can be edited

at Mid- Year and Year-End

Counselor reviews competency self-

assessment and goal form , adds comments to

goals , and discusses changes directly with

Counselee

Competency Self-Assessment

Review Period

Ready for Approval

Final – Awaiting Acknowledgement

Once satisfied with the goals and full

agreement reached with Counselee, the

Counselor clicks Approve

Final

Return for Revision: During the goal- setting process the Counselor can return the form at any time to the Counselee

Please note : The goal form becomes the Mid- Year form and the Mid- Year form becomes the Year-End form. Therefore, if you miss the Goal- Setting deadline you will not be able to complete your goals or

make changes to goals until the Mid- Year or Year- End form becomes available.

Identify Annual Goals

Development Planning

Counselee completes initial

goal form in DPME and clicks Submit to send

to Counselor (required)

Counselee revises goals appropriately in DPME

and re- submits goals to Counselor for final

review

Counselee completes

Comprehensive Competency Self-

Assessment (required)

Counselee identifies long-term goals and

completes Development Plan

(optional)

Counselee signs the goal form by clicking

Acknowledge under the Final

Acknowledgement tab

- 24 -- 24 - Goa

l Set

ting

+C

aree

r M

anag

emen

t Por

tal G

uide

lines

- F

INA

L.pp

t

Be proactive in preparing goals

Ensure that your Counselor understands your goals

Ensure your Counselor understands your career-life choices both now and in the long-term

Complete the Comprehensive Competency Self-Assessment and take into account the results as it relates to goal setting

Here are some key steps in the Goal-Setting process:

Access Goals in DPME

Validate MCC Profile

Complete the Metrics, Goals, and Overall Assessment sections

Meet with counselor to discuss draft goals and MCC profile

Revise Goals as necessary and submit to return to counselor

Counselee’s Role

- 25 -- 25 - Goa

l Set

ting

+C

aree

r M

anag

emen

t Por

tal G

uide

lines

- F

INA

L.pp

t

Ensure that your Counselees’ goals are aligned with the practice’s goals and are appropriate for the individual and in alignment with their Competency Self Assessment

Validate that your Counselees’ current career life choices are depicted in the baseline MCC profile

Review the key steps in the Goal-Setting process before meeting with your Counselees

Meet with your Counselee to discuss draft goals and MCC profile

Ensure that your Counselee’s practitioner’s long-term goals, projected promotion date, and industry, sector, market offerings, service area, and service line are aligned

Counselor’s Role

- 26 -- 26 - US

Con

sulti

ng O

n-sc

reen

S W

HT

_RE

L2V

_043

008

Development Planning

- 27 -- 27 - Goa

l Set

ting

+C

aree

r M

anag

emen

t Por

tal G

uide

lines

- F

INA

L.pp

t

You should consider identifying development activities in these four categories:

Learning Plan — Formal learning can accelerate your on-the-job performance by providing you with a focused opportunity to build skills that you can take back to your everyday work. Be sure to effectively plan a formal learning schedule to reach your 40 hour learning requirement.

Desired Project Experiences — Project experiences provide a powerful opportunity to both broaden and deepen your skills.. It helps to start by getting clear about what you want and your priorities.

Internal Practice Contributions and External Activities — provide you with opportunities to gain exposure to an unfamiliar area and build skills; provide opportunities to demonstrate your expertise and build eminence.

Networking Plan — Networks and communities provide practitioners with targeted, one-on-one coaching and feedback. These networks and relationships can include senior, skilled advisors and peers who provide coaching and advice. Thinking through how to leverage individual relationships and communities will help you grow your network in a focused way to address your development needs.

What to include in your Development Plan

For each Development Plan category listed above, you should consider identifying 1-5 actions and rank them based on your priorities. You can access samples of

Development Plan actions in the My Career Portal.

- 28 -- 28 - Goa

l Set

ting

+C

aree

r M

anag

emen

t Por

tal G

uide

lines

- F

INA

L.pp

t

Launch the My Career Management Portal

Click on the “Development Planning” tab

Use the “Action” links at the bottom of the page to define and/or update new Development Plan experiences

My Career Management Portal — Development Plan Tab

- 29 -- 29 - Goa

l Set

ting

+C

aree

r M

anag

emen

t Por

tal G

uide

lines

- F

INA

L.pp

t

Key Components of Development Plan Tab

- 30 -- 30 - Goa

l Set

ting

+C

aree

r M

anag

emen

t Por

tal G

uide

lines

- F

INA

L.pp

t

MCC & Career Planning

The MCC framework gives ‘permission’ for more enriching

career conversations by providing a structure for career-life fit dialog and serving as a visual roadmap for both

the counselor and counselee. 

Be sure to check out the new virtual advisor, “DOT”, on DeloitteNet . She can help you focus of yourself and your

career-life fit.

- 31 -- 31 - Goa

l Set

ting

+C

aree

r M

anag

emen

t Por

tal G

uide

lines

- F

INA

L.pp

t

What is a career conversation? A career conversation is about the big picture of your career goals and aspirations, a meeting in which

you and your Counselor can discuss your long-term career plans and what you can do today to help you get there.

When? You’ve completed your Competency Self-Assessment, created annual and long-term goals, and

created a personal Development Plan. A next step in the career planning process is to conduct a career conversation .

What should I expect from a career conversation? Expect — and be prepared — to discuss your passions, interests and long-term objectives. With that

clarity, you can discuss how this year’s plans support you in aligning your work with those passions, interests and long-term objectives.

Preparing for a Career Conversation — Ask yourself a few questions: What are my personal and professional interests? What are my values, strengths, current challenges and development needs? What position or role would I like to attain within the next 3, 5, or 10 years either inside or outside of

Deloitte? How do I anticipate my career/life fit needs to evolve across different stages of my career? What knowledge, skills and experiences do I need to gain to meet my long-term goals? What successes from the past do I want to build on? What gaps do I need to close

Career Conversations

- 32 -- 32 - Goa

l Set

ting

+C

aree

r M

anag

emen

t Por

tal G

uide

lines

- F

INA

L.pp

t

Career Planning and Goal-Setting Timeline for Commercial and Federal (including U.S. India)

Counselors to review their

Counselee’s finalize FY11 goals for all

Counselees in DPM (MANDATORY)

by 3rd SEPTEMBER 2010

- 33 -- 33 - Goa

l Set

ting

+C

aree

r M

anag

emen

t Por

tal G

uide

lines

- F

INA

L.pp

t

Additional Resources

Resource and Link Additional Information

My Career Management Portal

Provides a one-stop shop for you to access the resources you need to conduct your career planning activities — including competency assessments, goal setting and Development Planning, Career Planning Handbook.

DPME System This link takes you to the DPME system and its support links.

Talent Expectations Framework

The expectations framework against which goals are set and a practitioner’s development progress and performance are tracked.

Mass Career Customization TM (MCC)

Answers to questions about MCC, sample goals, conversation guide, etc. “Dot” is a virtual advisor who can help you enter goal setting; help you focus on yourself and your career-life fit, and help you prepare for a meaningful conversation with your counselor. click here

Deloitte’s Industry Proficiency Program

This program is a self-driven, self-paced framework designed to help practitioners attain progressive industry/sector proficiency levels based on industry-related professional activities including project hours, learning hours, and eminence activities.

Questions?

Copyright © 2010 Deloitte Development LLC. All rights reserved.