Conference 7.286::digital

    There's a fine booklet which Personnel released a year or
    so ago called "You, your career, and Digital" ...
    
    It explains the 70/30 principle of career planning:
    "Basically, the '70-30 Principle' means that 70 percent
    of the responsibility for analyzing, deciding, planning,
    and acting belongs to you.  Thirty percent belongs to
    the manager for information, guidance, training and
    encouragement..."
    
    What follows is the Table of Contents:
    
    What is Career Development?
    What is Creative Self Management?
    Why is a Job Plan Needed?
    Why Do You Need Feedback On Your Performance?
    What is the "70-30 Principle" of Career Planning?
    What is "Networking" In Career Planning?
    How Can Your Manager Act As a Resource Person?
    How Does Digital Support Your Career Growth?
    	Education and Training Courses
    	Internal Transfer Policy
    
    Appendices
    	Self-assessment Questions for Designing a 
    		Career Plan
        What Makes a "Development Goal"?
    	How to Identify Developmental Objectives
    	Formal and Informal Development Alternatives
    
    Regards,
    Marge

   yep. We have it. It is called here "How to prepare your JP&R"
   This is not what I was thinking about. I just found the thing. It is
   in the Engineering (engineering? who said engineering?) Guide:
   
   "Self-direction

   The opportunity for self-direction and self-determination is always
   present at Digital. This allows employees to use their abilities and
   expertise to determine their career paths. Although Digital does stress
   self-improvement and professional growth, decisions concerning career
   paths are considered the responsibility of the employee. Digital gives
   encouragement and support in the form of tuition refunds. Job mobility
   does exist, and employees are free to seek new challenges as part as
   their professional growth" [page 9, 1984 edition]

   Any volunteer for a Non-Engineering Guide, just to know where we
   may go? :-)

    It is always a managers job to help you prepare for the job you
    are doing now. It would be nice if they felt the need to help you
    prepare for your next job too. Sometimes that is the case. In general
    though, it is best if each employee plans his/her own plan.
    
    In the past I have mostly always had managers who would help me
    prepare for 'the next job'. Even to the extent of funding training
    that was not 100% applicable to me current job. I normally try
    to find justification for classes with my current job. I could
    do my current job quite well with out several classes that I have
    or am schedualed for. I convinced my manager that I could do better
    still with them. For my self, I believe that the classes will help
    me get and do other jobs later that I could not otherwise. This
    is the plan which I feel is in both my and the companies best interest.
    
    If one has a manager who is content with what his workers know now,
    then his management should probibly have a problem with him. This
    may mean that a worker can not get funded for in-house training
    but outside training with tuition refund is still open to them.
    No one should let management place limits on their growth.
    
    		Alfred

RE: .0

If your manager is blocking your career development, find another manager.
Transfer at the first available opportunity.  When interviewing for new
prospective jobs, ask your potential new manager what his views are on
employee career development, taking courses, etc.

--PSW

        Re .1 and Personnel's booklet called "You, Your Career,
        and Digital" - our secretary contacted our Personnel
        department (in Ed Services, Bedford, MA) and was told not
        only didn't they have any, they'd never heard of it.
        
        Is there a part number for this thing?
        
Jim Stratton
        

        Matt Johnson sent me his copy.  (Thanks, Matt!)  However,
        there isn't any part number on it.  The "acknowledgements"
        page includes:
        
        	Sheila A. Pidgeon
        	Manager, Employee Development
        	Manufacturing & Engineering
        	June, 1984
        
        I'll drop her a note and see if there's a way that random
        employees can get this booklet.
        
Jim Stratton
        

        Re .6 - here's an extract from Sheila Pidgeon's reply to
        me, reprinted with her permission.
                                          
From:	HUBIE::PIDGEON      14-APR-1986 12:02
Subj:	YOU, YOUR CAREER AND DIGITAL BOOKLET

Copies are stocked in Northboro.  Write a hardcopy memo to the
Northboro Literature Order Fulfillment Group (NRO3/W01).  Include
your badge number and cost center (there's no charge but they neede
it for tracking purposes).  The part # for the booklet is
EZCO48162.

Regards.

    See note 117.*

    
    Re: .4
    
    Easier said than done in my case. My background is in programming,
    but I took a job in operations to get into the company. Now, my
    year's up, I have skills in programming (but no degree), and my
    knowledge set that I've acquired at DEC seems to be only valid in
    operations. Since my current manager won't send me to class at all,
    I seem to be stuck for the moment.
    
                                               But not for long...
    
                                               Warren Young
    

    We have openings here in Deleware...

    
         Thanks! I will, and I'll let y'all know how it goes.
    
                                          Warren Young
    
    
    P.S. - Are we related?

 
    ;^)