Planning Careers

This chapter provides an overview of plan careers, lists prerequisites, and discusses how to:

• Create career paths.

• Create career plans.

• Review employee career data.

• Review career progression.

• Run career reports.

• (FRA) Rate employees.

• Manage Career Planning self-service

Understanding Plan Careers

This section discusses:

• Plan careers

• (USF) Plan careers

Plan Careers

Retaining and motivating employees are important aspects of an organization's success. Use the Plan Careers business process in Human Resources to ensure the organization uses employee talents to their fullest. Career planning enables you to assess and rank workers, record job preferences, create career paths, develop long-term goals, assign mentors, identify competencies, devise training plans, and create development plans.

To implement the Plan Careers business process:

1. Perform the prerequisite tasks.

2. Create the career paths.

3. Create the career plans.

Once everything is set up, review employee data and run the career reports on a regular basis to manage organizational growth and to adjust career paths and career plans as requirements change over time.

Integrations

The Plan Careers business process integrates with:

• The Manage Profiles business process in Human Resources.

  See Managing Profiles.

• The Administer Training business process in Human Resources.

  See Setting Up Training Programs.

(USF) Plan Careers

The Plan Careers business process for U.S. Federal Government users enables you to set up career plans and produce Individual Development Plans (IDPs) for employees' career development paths. You can track IDP progress, job move costs, training, employee appraisals, mentoring, and self-implemented career development activities. An employee or supervisor can request to work on a career plan at any time.

Once you create a career plan, the system:

1. Routes the plan along the agency's path of review and approval.

2. Tracks costs and activities associated with the plan.

3. Generates the IDP output form.

Use career plans to complement performance reviews and training programs or to prepare employees to become key managers. Career plans help you develop backup personnel for open positions.

Note. Using the Plan Careers business process is optional, and is intended to work with merit staffing practices as established by law, regulation, or internal policy.

Career Plan Tracking

The Plan Careers business process includes a sequence of steps that enable you to track the request, approval, and completion of career plans. For example, a path might include:

• Creating a career plan.

• Submitting it as a request.

• Giving reviews and approvals.

• Completing an authorized career plan.

• Producing an IDP.

PeopleSoft workflow manages routing and tracking. You assign a status, and workflow tracks and routes the career plan through the approval cycle. Reviewers change the status to either continue the review process or disapprove the plan. The system then shows the career plan status on the Career Plan page.

Career Plan Approval Process

This graphic presents an overview of the career plan approval process:

Career plan approval process

The following definitions describe the process of submitting and reviewing career plans. You can use these or adapt them to meet specific requirements.

Prerequisites

Perform the following tasks before setting up the Plan Careers business process in Human Resources:

1. Set up HRMS basic data, such as department codes, business units and geographic locations.

2. Set up Human Resources job data for employees.

3. (optional) Set up job and employee profiles.

4. (optional) Set up training programs for employees.

See Also

Setting Up and Installing PeopleSoft HRMS

Setting Up Jobs

Increasing the Workforce

Setting Up Human Resources Job Data

Employee job data must exist in the Workforce Administration tables before you work with the Plan Careers pages. If you've implemented multiple business units and setIDs, the information that you use and create is determined by how business unit and setID functionality is set up for your user ID. You must define the job codes that you use in default career paths to populate identifying information from the Job Code table into the Career Path table.

To enable you to easily view employee's prior work experience, the Prior Work Experience page is accessible from the Plan Careers business process.

See Understanding HRMS.

See Setting Up the Administer Workforce Business Process.

Setting Up Profiles

Use the Manage Profiles business process to create profiles for your organization's jobs and employees. A significant part of planning careers is identifying worker strengths and developmental areas and establishing goals to help workers improve in their developmental areas. You can copy competencies from employees' profiles to their career plans or from the career plan to their profiles.

Use the Manage Profiles business process to specify a person's current location, location preferences, geographic preferences, international preferences, and travel

Profiles are discussed in PeopleSoft Enterprise Human Resources 9.1 PeopleBook: Manage Profiles.

See Managing Profiles.

See Evaluating Employee Strengths and Developmental Areas.

Setting Up Training Programs

Use the Administer Training business process to help workers develop the skills they need for their current position, to acquire the knowledge they need for their next position, and to develop alternate career paths. Training programs are discussed in PeopleSoft Enterprise Human Resources PeopleBook: Administer Training.

See Defining Training Courses and Programs.

You can link one or more training programs to a job code to establish default training programs for employees who have this job code. Courses can also be defaulted into employee career plans, enabling you to tailor training to the individual needs of each worker.

See Entering and Updating Training Programs.

Creating Career Paths

To create career paths, use the Geographic Preference (GEOG_PREF_TBL) and Career Path Table (CAREER_PATH_TBL) components.

This section provides an overview of career paths and discusses how to define career paths for job codes.

Understanding Career Paths

Set up default career paths for key job codes or for all job codes. Default career paths enable you to:

• Create a hierarchy or network of jobs.

• Identify logical career progressions and relationships between jobs.

• Save time when developing employee career plans.

• Save time when planning employee successions.

For example, you might want to coordinate career paths only for job codes above a certain management level, to make sure that employees in them get the necessary work experience to prepare for higher-level management positions.

Career Move Levels

Career move levels usually show a hierarchical job progression in a career path and build on the job code in the previous career-move level.

Let's look at an example of a default career path for Job Code, PD007, Personnel Clerk. The first move from the current job is to Personnel Assistant, which leads to Personnel Staffing Specialist as a second level move from the current job. As a third level move, the job leads to Personnel Officer, and so on. You can define up to nine career moves on a career path.

This table lists three career moves:

Some job codes have more than one possible job move in a particular career-move level. For example, Job Code PD007, Personnel Clerk, could have two job options as the first move from the current job: Job Code PD010, Personnel Assistant; and an additional option (not shown in the table) could be Job Code PD009, Personnel Staffing Assistant.

This diagram illustrates that a job code can have more than one job move:

Career path options

If you have more than one job option in a career-move level, use option numbers to sort the job codes in the proper order.

Page Used to Create Career Paths

Defining Career Paths for Job Codes

Access the Career Path Table page (Set Up HRMS, Product Related, Workforce Development, Career Planning, Career Path Table, Career Path Table).

Default Salary Details

The setID, salary plan, grade, and manager level that are associated with the selected job code appear in the Default Salary Details group box. These fields are for information only.

Career Move

When you exit the Job Code field, the system completes the job details [Job Title, Mgr Level (manager level), and Function fields] and salary details (SetID, Plan, and Grade fields). The system makes these fields unavailable.

Creating Career Plans

To create career plans, use the Create Career Plan (CAREER_PLAN) component.

This section provides an overview of career plans and discusses how to:

• Enter employee job, location, and availability preferences.

• Define an employee career path.

• (USF) Submit and print the career plan.

• (USF) Add career path information.

• Rank employee potential.

• Enter career goals.

• Enter career mentoring data.

• (USF) Add career goal information.

• Evaluate employee strengths and developmental areas.

• Synchronize competency data.

• Enter and update training programs.

• (USF) Add information about a career developmental goal.

• (USF) Approve the career plan.

Understanding Career Plans

Use the Create Career Plan component to enter information about an employee's current position, abilities, strengths, and career desires for the future. You can use this information to help plan employee careers and maintain an available pool of candidates for key positions.

Create a new career plan whenever an employee changes jobs to ensure that the career plan is based on current job information. Use the old career plans for reference to see how elements like training, goals, and ratings change over time.

Recording Input From Multiple Sources

If you gather feedback on an employee from many people or groups and each evaluator has different recommendations, don't create a new career plan every time someone contributes information. Instead, identify the contributor by specifying an input evaluation type. After weighing the evaluations, assign a composite rating for inclusion in an approved career plan.

Pages Used to Create Career Plans

Entering Employee Job, Location, and Availability Preferences

Access the Career Plan page (Workforce Development, Career Planning, Prepare Evaluation/Career Plan, Manage Career Plan, Career Plan).

Projected Retirement Date	This field automatically populates with the date on which the employee turns 65. If that is not the employee's actual retirement date, enter the correct date.
Date of Replacement	Enter the scheduled date of arrival for the person replacing the current employee.
Time Remaining in Role and [time period]	Enter the amount of time remaining in the employee's current position, and select the unit of measure, months or years.
Impact of Loss	Select the impact to the organization if this employee leaves their current position. Values are: High, Medium, and Low.
Risk of Leaving	Select the overall risk of this employee leaving his or her current position. Values are: High,Medium, and Low.
Generate IDP	This button appears for U.S. Federal users only. Click to display the Print Individual Development Plan (IDP) Actions page, where you submit the career plan for approval and print the completed plan.

The fields in the Mobility Preferences region of the Career Plan page display the preferences indicated on the Person Profile page for the specified Person ID.

Defining an Employee Career Path

Access the Career Path page (Workforce Development, Career Planning, Prepare Evaluation/Career Plan, Manage Career Plan, Career Path).

Career Path

Click to create a career path based on the default career path for the employee's job code. If a career path is defined for that job code, the system completes most of the information in the Potential Future Positions scroll area. If the employee's path differs from the default path, modify the fields as required. Once you save the plan, the Career Path button is unavailable. However, each time you create a new career plan for an employee, the system makes the button available, and you can use the default path for the new plan. See Setting Up Default Career Paths for information about creating default career paths. Note. The system uses the date (career plan date) to determine the employee's job code. If the employee has changed jobs since the career plan date, the default career path is based on the previous job code. To ensure that the career plan is based on an employee's current job, create a new career plan whenever an employee changes job, and set the effective date to match the effective date on the Job Data page.

Evaluation Type

Within each career plan, there can be multiple evaluation types. Several people, such as the employee's supervisor or mentor, might have ideas about the next job to which an employee should move. Because their input affects the same time frame, create new evaluation type records, not a new career plan.

Potential Future Moves

(USF) Submitting and Printing the Career Plan

Access the Print Individual Development Plan (IDP) Actions page (click the Generate IDP button on the Career Plan page).

Reason Career Plan Initiated	Select a reason for the career plan. Valid values are Bargaining Unit Agreement, Career Ladder, Career Program, Developmental Program, Employee Requested, Periodic Review, and Supervisor Requested.
Currently Participating	Select if the employee is participating in a developmental program and select the program from the list of available options.
Developmental Program	Select a developmental program. Values are: Administrative Intern Program, Career Enhancement Program, Career Program, Computer Programmer Trainee, None, and WAO Intern Program.
Create IDP	Click to create a PDF version of the Individual Development Plan for this person.

(USF) Adding Career Path Information

Access the Federal Potential Future Positions page (click the Federal Data link on the Career Path page).

Date Need Identified	Enter the date that the career move was agreed to.
Self-Development	Select if this is part of the employee's self-development activities.
Required	Select if the move is required.

Ranking Employee Potential

Access the Career Ranking and Potential page (Workforce Development, Career Planning, Prepare Evaluation/Career Plan, Manage Career Plan, Career Ranking and Potential).

To get a better cross-section of employee skills and promotability, enter rankings of different types.

To illustrate how force ranking and career potential might work together, consider John Smith, an engineer. John ranks second out of 200 engineers who have the same job code. On the basis of force ranking alone, an executive committee might think he's a candidate to move to a critical Kuwaiti project. However, John is about to retire, loves his current position in Bahrain, and does not want to move anywhere. You can indicate this by giving him a rating of currently well-placed, placed, in his career potential evaluation.

Entering Career Goals

Access the Career Goals page (Workforce Development, Career Planning, Prepare Evaluation/Career Plan, Manage Career Plan, Career Goals).

Import Short-Term Goals	This button is for U.S. Federal users only. Click this button to import goals from the employee's most recent appraisal.
Actual Completion Date	Enter the actual completion date when the employee achieves the goal.
Goals (Next 1 - 3 Years)	Enter short-term goals in this field. If you are tracking employee reviews in Human Resources, use the short-term goals entered here as the basis for short-term goals and objectives in employee reviews.
Import Long-Term Goals	This button is for U.S. Federal users only. Click this button to import goals from the employee's most recent appraisal.
Goals (3 - 5 Years)	Enter long-term goals in this field. If you are tracking employee reviews in Human Resources, use the long-term goals entered here as the basis for long-term goals and objectives in employee reviews.

Entering Career Mentoring Data

Access the Career Mentoring page (Workforce Development, Career Planning, Prepare Evaluation/Career Plan, Manage Career Plan, Career Mentoring).

An employee can have multiple mentors of different types working towards different career goals.

(USF) Adding Career Goal Information

Access the Federal Coaching/Mentor Information page (click the Federal Data button on the Career Mentoring page).

Date Need Identified	Enter the date that the goal was agreed to.
Self-Development	Select if this is part of the employee's self-development. This indicates that the employee is paying the costs for this activity.
Activity Required	Select if the activity is mandatory.

Evaluating Employee Strengths and Developmental Areas

Access the Career Strength/Develop Areas page (Workforce Development, Career Planning, Prepare Evaluation/Career Plan, Manage Career Plan, Career Strength/Develop Areas).

Strengths

Developmental Areas

See Also

Setting Up the Content Catalog

Entering and Updating Training Programs

Access the Career Training Plan page (Workforce Development, Career Planning, Prepare Evaluation/Career Plan, Manage Career Plan, Career Training Plan).

Training Plan

You create default training programs in the Training Program table and tie them to job codes in the Job Code table. If a training plan has been established for the job code displayed on this page, when you click the Training Plan button, the system populates the fields in the Training Plan scroll area with the information from the training program. If the employee's training plan differs from the default plan, modify the fields as required. After you save the plan, this button is unavailable. However, each time you create a new career plan for an employee, this button is available and you can choose to use the default for the new plan. Note. The system uses the effective date (career plan date) to determine the employee's job code. If the employee has changed jobs since the career plan date, the default training plan is based on the previous job code. To ensure that the training plan is based on an employee's current job, create a new career plan whenever an employee changes job and set the effective date to match the effective date on the Job Data page.

Training Program

Training Plan

USF fields

The following elements are for U.S. Federal users only.

Adding Career Development Plans

Access the Career Development Plan page (Workforce Development, Career Planning, Prepare Evaluation/Career Plan, Manage Career Plan, Career Development Plan).

Content Type	Select the content type related to the developmental area. The available content types are limited by the content types specified on the Career Planning - Profile Set Up page.
Developmental Area	Select a developmental area based on the selected content type. You cannot select a value for the developmental area until you select a content type.

(USF) Adding Information About a Career Developmental Goal

Access the Federal Career Plan Information page (click the Federal button on the Career Development Plan page).

Date Need Identified	Enter the date that the goal was agreed to.
Self-Development	If this is part of the employee's self-development activities, select this check box. This indicates that the employee is paying the costs for this activity.

(USF) Approving the Career Plan

Access the Career Plan, Career Path, Career Mentoring, and Career Training Plan pages.

Depending on how the approval process is set up, PeopleSoft workflow routes requested career plans to the appropriate person for approval. The reviewer can approve or change the request and send it to other reviewers and, ultimately, to a human resources person. To view the request, the reviewers open their worklist and the career plan appears. The reviewer then brings it up as a correction to approve or reject it. All of the pages routed through workflow for approval contain a Status field to indicate approval or disapproval.

To begin the approval process:

1. Access the worklist and open the appropriate page (Career Plan, Career Path, etc.).

2. View the plans that are ready for approval.

3. Review them, then change the status to indicate the review decision.

To open the worklist:

1. Select View, Navigator Display, Worklist.

2. Open the career plan ready for approval.

To approve a career plan request:

1. Access the page by accessing the worklist.

2. At the bottom of the page, click either Approve or Disapprove.

To approve a career path request:

1. Open the worklist.

   The system prompts for an employee ID.

2. Open the page and change the status to Approved or Disapproved.

To approve a career mentoring request:

1. Open the worklist.

   The system prompts you for an employee ID.

2. Open the page and change the status to Approved or Disapproved.

To approve a career training plan request:

1. Open the worklist.

   The system prompts for an employee ID.

2. Open the page and change the activity status to such as Approved or Disapproved.

Reviewing Employee Career Data

To review career-related employee data, use the Employment (EMPLOYEE_SUMMARY), Career Assignments (CAREER_SUMMARY), Immediate Family Summary (CAREER_DEPEND_SUMM), Compensation Summary (COMP_SUMMARY), and Training (TRN_STUDNT_CRS_SU1) components.

This section provides an overview of employee career data and discusses how to:

• View employee job paths.

• View summary information.

Understanding Employee Career Data

When you prepare employees for career advancements, look at the candidates' personal and job histories and review their career plans. All the information is on the Plan Careers menu. You can access prior work experience, education, career assignments, and several summary pages. The information on the summary pages is display-only.

Note. In the Plan Careers component, you can access career-related employee data only for employees who have career plans.

Pages Used to Review Employee Career Data

Viewing Employee Job Paths

Access the Career Assignment Summary page (Workforce Development, Career Planning, Review Career Summaries, Career Assignments, Career Assignments).

The Career Assignments page shows a history of previous jobs that an employee has held in the company. It does not list every personnel action; it shows only job movements. Each position, job code, salary grade, department or business unit change appears.

Viewing Summary Information

If additional employee information exists in Human Resources, such as compensation history, training history, and information about the employee's immediate family, you can review it on the Career Assignments, Immediate Family, Compensation, and Training pages.

See Also

Understanding Compensation History

Viewing Worker Job History

Increasing the Workforce

Reviewing Training-Related Employee Data

Reviewing Career Progression

This section provides an overview of the career progression chart and describes how to view the career progression chart.

Understanding the Career Progression Chart

The career progression chart page enables users to see a graphical representation of an employee's career path and perform a profile comparison between the employee and any role selected in the career path. The Career Progression Chart is available to employees and managers through their respective self service menus, as well as HR administrators through the Workforce Development menu.

An employee, manager or administrator can perform the following actions:

• Search for career paths.

• View a graphical representation of career paths.

• View role profile summaries for a position or job code.

• View a gap/fit analysis of an employee's competency for any job in his or her career path.

• View and compare competency list for a job code with that of any job in the same career path.

Complete the following prerequisites to perform the actions listed above:

• Define a career path on the Career Path page.

  A personal career path or an Approved/Official path enables an employee to see a graphical representation of career paths.

• Define a person profile for the employee that includes a competency section with ratings.

  This enables employees and managers, through their respective self service options, to view profile summaries.

• The job has a defined non-person profile that includes a competency section with required ratings.

Page Used to View the Career Progression Chart

Viewing Career Progression

Access the Career Progression Chart page (Workforce Development, Career Planning, Prepare Evaluation/Career Plan, Career Progression Chart).

Career Path - Approved/Official	This region displays up to three career path evaluation types defined on the Self-Service Career Planning page or the Career Planning page: The approved and official career path as defined on the Career Planning page. A manager-agreed career path as defined on the Self-Service Career Planning page for Manager and Employee Self-Service. A personal career path as defined on the Self-Service Career Planning page for Employee Self-Service. Each job code in the chart is referred to as a node. Selecting a node makes that node the current node, which affects the content in the Profile Summary region.
Profile Summary	Displays a summary of data for a job code. The contents of this region are associated with a focus node in the Career Path region.
Compare Role to Role or Compare Myself to Role or Compare Employe to Role	Click to initiate a Profile Manager-based competency gap/fit comparison process, using the job code that is the Focus of the chart, displayed in the Profile Summary region, as the source for basing the comparison. The system displays the comparison results in a Match Results window. When accessing the Career Progression Chart page from the Self–Service pages, the Compare Myself to Role button initiates a comparison process. When accessing the Career Progression Chart page from the Manager Self–Service pages, the Compare Employe to Role button initiates a comparison process. The Profile system initiates the Management Person to Role Match process for the current employee and the job associated with the focus node in the Career Path region. When an HR administrator accesses the Career Progression Chart page from the Prepare Evaluation/Career Plan pages, the Compare Role to Role button initiates a side-by-side competency comparison between the selected job code or position and any job code selected in the career path. The displayed competencies are taken from the non-person profile for each job code. Note. If the selected employee or the selected job code do not have defined profiles, the system will not initiate the comparison process.

Running Career Reports

This section lists the pages used to run career reports and discusses how to create career details by population reports.

Pages Used to Run Career Reports

Creating Career Details by Population Reports

You can create report pages that you can view online that display various career planning employee metrics. Using the Career Details by Population page, you can view the following information:

• Employees with or without a defined career plan.

• The career potential for employees, including the amount of time in their current role and their retirement date.

• Incumbents with or without career plans for key job codes.

Access the Career Details by Population page (Workforce Development, Career Planning, Reports, Career Details by Population).

Report Name	Select the type of report to display. Values are: Available Career Plans, Career Potential, and Key Job Codes - Incumbents
Time Frame	Specify the time span that the report includes. Values are: Full History, Last 1 Month, Last 12 Months, Last 3 Months, Last 6 Months, Specify Dates. You must select Specify Dates in the Time Frame field in order to display From Date and To Datefields.

Viewing the Status of Career Plans

Use the Available Career Plans page to view the status of career plans for employees. This enables the organization to define activities and strategies based on the career plan readiness for employees.

Access the Available Career Plans page (Select Available Career Plans on the Career Details by Population page and click the Run Report button).

Review Date	Displays the last review date from the employee's current career plan. If the person does not have a career plan, this field is empty.
Career Readiness	Displays the readiness value indicated for the employee's current career plan. If the person does not have a career plan, this field is empty. Note. The readiness value is from the first move, 1st option. It is possible to have multiple options, but for these metrics, the system uses the most probable move.
Career Plan	Click on a link in this column to view or create the career plan for a specific EmplID. The View option applies to people with existing career plans. The Create option applies to people without existing career plans.

Identifying Career Potential

Use the Career Potential page to identify high potential employees, when those employees will retire, and how long they have been in their current role. This information can help you to identify the career potential within an employee group and define activities and strategies to retain high potential employees or improve employee proficiency

Access the Career Potential page (Select Career Potential on the Career Details by Population page and click the Run Report button).

Career Potential	Displays the career potential value from the person's current career plan. If the person does not have a career plan, this field is empty.
Time Remaining in Role	Displays the amount of time remaining in the employee's current role, or job, from the Career Plan page.
Retirement Date	Displays the retirement date from the person's current career plan. If the person does not have a career plan, this field is empty.

Identifying Key Job Code Incumbents

Use the Key Job Code - Incumbents page to identify key job codes for your organization and the career plan of any incumbents for those job codes. This enables you to identify key job codes and then define and prioritize activities and strategies to update or create career plans for the incumbent employees for the job codes.

Access the Key Job Code - Incumbents page (Select Key Job Code - Incumbents on the Career Details by Population page and click the Run Report button).

Job Title	Displays the job title from the Job Data table.
Incumbent Name	Displays the name of the person in the corresponding job code.

(FRA) Rating Employees

Within the French Public Sector, ratings are used as criteria for determining job eligibility.

Rating employees is discussed in PeopleSoft Enterprise Human Resources PeopleBook: Manage French Public Sector.

See Also

Rating Employees

Managing Career Planning Self-Service

This section provides an overview of career planning self service transactions, and discusses how to:

• Define employee self service profiles.

• Enter manager self service career plan data.

• Define career paths.

• Enter career goals.

• Enter career mentoring data.

• Manage strengths and developmental areas.

• Enter and update career training programs.

Understanding Career Planning Self Service

Using the Career Planning self service pages, employees can identify their current job profile, view the requirements of profiles in various paths, and compare their current skills, competencies, and qualifications with those in targeted profiles. Individuals can pull a profile into their development plan in order to quickly implement the creation of goals and actions based on gaps. Users can also target specific areas identified in the comparison and import those into their development plan. Individuals can gain insight into opportunities. For a particular job profile, employees can identify open positions and apply, nominate themselves, or send an email regarding the position.

Self Service Pages Used to Manage Career Plans

Defining Career Paths

You can view and update your career path by selecting the desired positions or roles. When one or more roles are placed on your career path, you can see the required job skills, competencies, and experiences for each position or role, and the gap between your current profile and the profile requirements for the desired position.

You can define multiple career paths, operational or personal, and identify the single path that the organization uses in evaluating your potential and creating a performance and development plan based on this path.

Access the Career Path page (Self Service, Career Planning, Career Path).

Update Development Plan	Click to insert developmental areas into the your Career Development Plan based on the selected movement rows. The system inserts deltas for competencies and other profile sections as follows: Employee competencies and other rated items with a lower rate than required by the job profile. Required items on the job profile that are not in the employee's profile. Items in the person profile that have more than one rating, and any of the ratings for that item are lower than required in the job profile. For example, ratings for language items such as Understanding, Reading, and Speaking. Once the identified competencies and other items are inserted into the Career Development Plan, the system opens the Career Development Plan page so that you can update related information about the inserted items, such as the Estimated Completion Date, and so on.
Populate Career Path	When only one row exists in the career path for your next interested job, click the Populate Career Path button to select the interested job row as a basis for inserting the position's career path from the Career Path table into your career path.
Private Path	Select to prevent managers from viewing the personal career path.
Details	Click an icon in this column to open the Career Move Details page. The Career Move Details page provides more information about the career move, specially for Military and federal data users.

Reviewing Internal Resumes

To consolidate all work-related information, you can generate a personalized resume. Use this internal resume to apply for an open job or position within the organization.

Access the My Internal Resume page (Self Service, Career Planning, My Internal Resume).

Select the information to include on an internal resume by selecting the check boxes associated with the desired data.

Note. To update data on this page, use the My Profile and Personal Information self service pages.