Five-Year Career Development Plan, Research Paper Example

Determining a career path is one of the most important decisions you will ever have to make. With today’s struggling economy and a declination in domestic markets, a career plan requires optimum education and training, extensive research and a critical assessment of one’s personal goals and aspirations. In developing a five year career development plan, there are basic questions that must be asked at the onset of planning: What career fields interest me the most? What are my skills and talents? How will my personal plans for the future impact my business plans? These and other questions are critical to establishing a solid and successful career path.

Career Goals and Objectives

Advanced technology is continuing to surge as one of the most resilient areas in the job market. Individuals in this market have, for the most part, experienced successful careers and lucrative salaries and bonuses. The challenge with this field is the lack of career longevity. Many careers in technology are short lived as a result of the continuous changes and advancements in technology (Cockx and Richio, 2009). For this reason, selecting a career choice which has experienced the most success in maintaining its position in the industry is where I am most interested. These fields include education, finance and healthcare. Due to the current uncertainties in finance and healthcare (bailouts and healthcare reform), I have selected the field of education. I would like to begin teaching at a middle school first and then at a high school. The decision to work in each area will serve my ultimate goal in educational leadership.

Possible Promotional Opportunities for Career Growth

Education is a field where promotion eligibility can be limited. The primary positions at any school includes the teachers, lead teachers, dean of students, assistance principals and ultimately principal. Additional promotions include positions within the district office and up to a state level. While teaching, my plan is to gain my administrative license by obtaining a Masters Degree in Educational Leadership. While teaching, I will also become a lead or team teacher and the department chair for my content area. After three years of teaching, I will begin the application process to become an assistant principal at either the middle school or high school level. Once I have obtained my administrative license and have served in an administrative position for 2 years, I will become a principal at the middle or high school level.

Methods for Career Management

One of the key areas in obtaining an educational leadership position is to obtain as much educational training and certification as possible. There are minimal support systems at the school level and individuals who desire promotion opportunities must work towards advance degrees and certifications (i.e. national board certification). Most all schools do offer a mentorship program for new teachers or teachers who are on an action plan. Limited mentorship opportunities are available internally for individuals seeking promotion. The best possibility for teachers to gain the necessary exposure and on-the-job training is to seek mentorship on their own by connecting with successful administrators and officials within the district.

An Inventory of Current Skills, Abilities, Training, and Education

Primarily, my college education has prepared me for this journey; however, as it relates to education, the ability to successfully build relationships with people and have a passion for teaching and learning are the keys for a successful career in education. During high school, part of my community service was to tutor and assist elementary and middle school students who were struggling with personal issues as well as academic issues. After serving approximately six months of high school in a mentorship role for students ranging from age 7 – 15, the teachers and parents of these children witnessed tremendous academic growth and behavioral improvements. I have maintained on that path by continuing to volunteer my time with students at the shelter, churches and other community organizations.

Job Satisfaction Attributes

“Under “the federal No Child Left Behind law, schools are rewarded or punished based on how well children perform on standardized tests” (Noe, Hollenbeck, Gerhart and Wright, 2007).In order for teachers to maximize the learning process for their students, teachers must rely on a number of different factors within the workplace. Some of the job satisfaction attributes that I consider most important includes good working relationships with other teachers, counselors and administrators, the freedom to utilize my own instructional strategies to increase academic growth and not only the assigned text, professional development opportunities at my school or within the district, being rewarded through compensation (not just test scores) and recognition and opportunities for career development.

Identification of three action steps to reaching stated career goals and objectives

As mentioned earlier, there are three fundamental steps that will assist me in meeting my career development plan. While there are a number of different key areas in between, the foundation for achievement my goal lies within these three areas:

Step 1 – Obtain a position within education (middle or high school level)

Step 2 – Increase education, advance certifications, training and opportunities within the school

Step 3 – Seek mentorship from existing or retired administrator(s) while obtaining administrative licensure

Identification of Potential Barriers to Reaching Stated Career Goals

“Whether it is a turning point in societal evolution depends not only on the technology but also how we use it! The web does give us lots more choices about how we organize ourselves”(Berners-Lee, 1999). The information age creates an opportunity for almost everyone to research and investigate career opportunities and challenges. As the nation continue to experience economic turmoil, the unemployed and the employed are searching for positions that can provide them with long term compensation and success. As a result of this, there will likely be an influx of individuals who will gain degrees in education. Although the education field is also experiencing some unexpected shifts (i.e. layoffs), most Americans realize that some form of educating the nation’s children will always be available. In other words, there will always be a need for teachers. This creates a challenge of too many individuals attempting to enter the education arena. While this may be great for education employers as they will be able to choose from the best of the best, for the potential employee, he or she will have to take the necessary steps to make themselves and their credentials exceptional.

An Analysis of the Affect of Career Training Programs

In order for businesses and educators to maintain their competitiveness in the ever-changing marketplace and in the world, organizations must determine an effective and efficient strategy to comprehending consumer choice while in education, educators and administrators must determine how and why students learn. Professional development is a critical element for those teachers who are either searching for approaches and methods that are most effective in the classroom and/or are seeking promotion opportunity. As states continue to make changes to their curriculum design and teacher expectations continue to grow each year, teachers must take the time to learn and grow professionally, as well. Due to the education field having limited opportunities for growth and are experiencing tremendously qualified individuals into the market, career training programs can be critical for the sheer survival of teachers in the workplace.

References

Berners-Lee. (1999). Tim Berners-Lee: World Wide Web Inventor. Time. Retrieved June 14, 2011 from web: http://www.time.com/time/community/transcripts/1999/092999berners-lee.html

Cockx, B. and Richio, M. (2009). Are Short-Lived Jobs Stepping Stones to Long-Lasting Jobs? Retrieved June 14, 2011 from web: http://www.politiquessociales.net/IMG/pdf/dp4007.pdf

Noe, R. A., Hollenbeck, J. R., Gerhart, B. and Wright, P. M. (2007). Recognizing Employee Contributions with Pay: What Do I Need to Know? Columbus, Ohio: The McGraw-Hill Companies