MGT431_Dennis_Skinner_Five_Year_Career_Development_Plan_Final

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Running head: FIVE YEAR CAREER DEVELOPMENT PLAN 1 Five Year Career Development Plan Dennis Skinner University of Phoenix MGT/431 Dr. Alvin Steward III February 07, 2012

FIVE YEAR CAREER DEVELOPMENT PLAN Five Year Career Development Plan After contemplating the next five years of my career, I realized that my career, finances, physical/body, social, and personal life must all fit together for me to be truly happy and content with my life. I have multiple choices available to me through life experience, work experience, and continuing my education. Within this paper, I will describe my five year plan and how I plan to achieve those goals beginning with where I currently am and continuing on through the first year and onto the fifth year. Introduction After retiring from the United States Navy in 2004, I have worked as a systems engineer for two contract companies for the federal government in the Washington, DC metro area. The first job was for Lockheed Martin, Enterprise Integration Group (EIG) in Chantilly, Va. as a Systems Engineer and the most recently as a Staff Systems Engineer for “The SI” Organization, Inc. in Springfield, Va. Both positions allowed me the opportunity to lead small projects for the team which allowed me to grow, and become more effective as a systems engineer and leader. Each job since the first has been more technical and required more leadership to efficiently run the project for the team, allowing me to continue my growth in the systems engineering field. During this time, I have been exposed to the new techniques and functions to efficiently run projects as part of the Configuration Management Team (CMT) and the Operational Engineer and Transition (OE&T) team leading several projects. Career This five year plan will review my past experience and help me lay out my future by examining my past job, performance and responsibilities. This career plan will 2

FIVE YEAR CAREER DEVELOPMENT PLAN provide me insight into the best ways to develop my skills to prepare me for a management position with my company. This five-year plan will facilitate not only my career growth, but provide guidance in personal development. The key to a successful career is to be ready at any time to assume a position with greater responsibility and learn how to use past experience to ensure development is based on the changes in my interests, job and the industry. Goals and Objectives My current plan is to move into the management area of my company. First as a manager on my current program and then as a manager at a higher level within the company. Currently working as a senior systems engineer while assisting my team lead with leadership issues will allow me the insight into the programmatic issues involved in the management of a system engineering team for the company and help me move toward meeting future goals of becoming a program manager for the SI with a future goal to be the Director of a functional area of the SI. Short Term Goals (1 Year) Over the next year to reach my first goal will be to complete my Bachelor’s Degree in Organizational Security and Management. By completing my degree I will have increased my ability to manage, and organize while giving me the confidence I need to succeed. The classes I’m currently attending for this degree has exposed me to others working toward their degree and brought some real life scenarios for all of us to encounter together as I move toward my first goal of becoming a manager. The support of my family is of vital in helping me reach my goal in this bachelor’s program. My family understands this will means less time doing family activities, which they have stated they support and understand. 3

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FIVE YEAR CAREER DEVELOPMENT PLAN Business Competencies Understanding how my company does business in part will help with my overall success and being able to relate the common business practices and techniques will help me understand the business competencies but also help with the development of my personal goals. The creativity needed in understanding the financial management aspect of my program will allow me to provide guidance and awareness in helping the program meet contractual obligations. Thinking strategically about human capital management and realizing how the goals of each individual can work with the accomplishment of the companies’ goals will allow me to grow in offering flexibility to the employees as part of my contract. Professional Competencies Managing conflict and leveraging diversity will help with the development of the employees working for and with me will be important in achieving the goals related to my five year plan, and being able to relate the professional competencies to each project will provide guidance on how leading people towards meeting the company’s vision, mission, and goals will contribute significantly to the skills needed to perform the job. These competencies will with the creation of an inclusive workplace that will foster not only my growth, but the development of others, facilitate cooperation and teamwork, and support communications and mentoring that will inherently lead to the development of problem solving and leadership skills needed to succeed in the future. Technical Competencies Learning to use the validated analysis methodology toolset the SI has developed will help improve the analysis and support needed for effective decision making. This methodology will 4

FIVE YEAR CAREER DEVELOPMENT PLAN help incorporate a systems analysis approach providing rigorous integrated products at the necessary fidelity, cost and schedule timeline. Figure 1: Technical Process (Image Ref: the SI” Org., Inc.) The Systems Engineering process will contribute to my system end-to end understanding and how each functional area contributes to the performance requirements closure and risk identification. Each step in the lifecycle will help develop my analytical skills and provide a more rounded systems engineer for future program development and management. Professional and Personal Development Training The first step in meeting my immediate goal is to fully implement a training approach that will feature training that will allow me to quickly understand the current needs to implement an approach to training where I can learn how the customer and the vendor rely on my team. By working with my company to organize these training events, I will learn the process needed to 5

FIVE YEAR CAREER DEVELOPMENT PLAN guarantee the requirements are flowed down, understood, and any questions or concerns are addressed. By working on the training manuals and supplemental materials I will be better prepared to retain the information and collaboratively with the developers to document and review training plans, incorporate standard operation procedures and conduct “Train the Trainer” planning sessions in preparation for transitions. By working with the training team I can develop additional required training checklists, and provide final sign-off for production to ensure I am fully trained to meet the end user training needs and be successful at work. Research Supporting My Area of Employment The manager position requires a four-year degree and more than four years of experience, and knowledge of complete engineering life cycle for our customers. Strategy certifications and coaching techniques coupled with leadership abilities are all prerequisites if a program manager plans to be successful. Excellent verbal and written communication skills are a necessary along with proficiency using web based tools, MS office, creating presentations and time management, good presentation public speaking skills, and the ability to manage and motive team leads and other team members on the program. Long Term Goals (3-5 Years) The positions discussed in this paper will give me the necessary skills I will need to be a team member of the management team at my company. These teams are tasked with ensuring the necessary items and personnel are available in response to meet the challenging needs of the customer. Specifically, these positions have the responsibility to work with many other development teams to ensure the customer received the best product available. The teams work directly with the customer leads to coordinate spiral delivers of software to ensure the customer is able to provide information regarding the current situation and conditions to senior 6

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FIVE YEAR CAREER DEVELOPMENT PLAN management at the customer site. Training for these positions includes Project Management Training and Systems Engineering Fundamentals, which both are available through the company. As I continue to increase my education and training level, I will increase the possibility of promotion to team leader and eventually, program manager. Furthering my education in Organizational Management will also bring even more opportunities within the company. Goal Analysis Program Management Case is currently facing difficult times within the financial services industry. The company has been doing business, but a new approach needs to be realized in order to be successful. Management believes that a customer intimacy tactic will be a boon for the business, but some employees do not agreed. McKain (2005) stated the following: Customers desire a connection with the people and organizations with whom they do business so the outcome is a compelling experience that transcends mere transactions. They want to feel as if you care for them as they care for a character in a five-star film. 7

FIVE YEAR CAREER DEVELOPMENT PLAN They want to believe that you worry as much about them as you do their business. And they want to do business with an organization they can advocate and recommend to their friends with as much passion as they do a five-star film. (p. IX) Conclusion As a person who has been through a hurricane, I know both the emotional and physical damage these storms can do. To have the ability to go into a storm ravaged area and provide the necessary items and assistance to citizens who experience that type suffering through no fault of their own is my ultimate goal. Acquiring the skills, education, and ability to work for an agency that assisted my family will be the most in job satisfaction a person could ask for. CPN values integrity, honesty, friendliness, personal excellence, continual self-improvement, and hard work. We are committed to our customers, employees and partners and have a passion for merchant banking. We take on challenging projects, and pride ourselves on completing them accurately and thoroughly. We hold ourselves accountable to our customers, executive management team, partners, and employees by honoring our commitments, executing short and long term objectives, and striving for the highest quality (Capital Processing Network, 2011), My goal is to thrive and become a part of the management team with the utmost values and standards for Capital Processing Network. 8

FIVE YEAR CAREER DEVELOPMENT PLAN References Blanchard, K. (2007). Leading at a Higher Level . New Jersey: Pearson Prentice Hall. Greenwood, M. (2007, October). Stakeholder Engagement: Beyond the Myth of Corporate Responsibility . Journal of Business Ethics, 74, pp. 315-327. Retrieved March 27, 2008, from the Business Source Complete database. Hunt, G., Osborn, R. N. & Schermerhorn, J.R. (2005). Organizational Behavior . (9 th Ed.). Ontario: John Wiley & Sons, Inc. Retrieved March 28, 2008 from ProQuest database. Kreitner, R & Kinicki, A. (2004). Organizational Behavior, (6 th Ed.) New York: The McGraw- Hill Companies. Retrieved March 10, 2008 from: www.mycampus.phoenix.edu. McShane, S. L. & Von Gilnow, M. A., (2005). Organizational Behavior, (3 rd Ed.) New York: The McGraw-Hill Companies. Retrieved March 10, 2008, from: www.mycampus.phoenix.edu. McKain, S. (2005). What Customers Really Want . Tennessee: Thomas Nelson. Treacy, M., & Wiersema, F. (1993, Jan/Feb). Customer Intimacy and Other Value Disciplines . Harvard Business Review, 71, pp. 84-93. Retrieved October 13, 2007, from the Business Source Complete database. 9

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FIVE YEAR CAREER DEVELOPMENT PLAN Trevino, L. K. & Brown, M. E. (2004). Managing to be Ethical: Debunking Five Business Ethics Myths. Academy of Management Executive , 18(2). Retrieved March 31, 2008, from ProQuest database. 10

MGT431_Dennis_Skinner_Five_Year_Career_Development_Plan_Final

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