MY LEARNING &
COMPETENCIES PORTFOLIO
My identity
My artwork
My slogan/motto
2
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INTRODUCTION
WHAT IS A PORTFOLIO ?
•
•
•
Definition (wikipedia):
3
‒
Portfolio = all the works and productions of an artist
‒
Portfolio = personal file in which a person's prior learning and experience are defined and demonstrated
with a view to recognition by an educational institution or an employer
Ensemble de ressources & d’exercices
‒
Material during training
‒
To be kept & used afterwards
Objective
‒
Allow you to identify your skills, motivations and professional aspirations in order to help you a define
personal and realistic career plan on the interface of these three spheres.
Personal and
realistic
career plan
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COMPETENCE VS. COMPE TENCY(IES)
Competence is the ability of a professional to effectively manage a range of professional situations.
To do this, the professional must know how to mobilize and combine competencies (or skills or resources) appropriately.
Competencies can be classified in different ways:
‒
- Knowledge, know-how, interpersonal skills/behaiours
‒
- Technical skills, transferable skills
‒
- Personal resources, external resources (resource networks)
‒
- Explicit resources, implicit resources
You have competencies



You are not aware of
You can hardly express to an interlocutor
That you don't dare to transfer out of a research context
Your competencies?



Those acquired through practice and/or in the world of research
Factors that may influence the development of skills: the discipline, seniority since thesis defence,
complementary activities, the method and source of funding.
All your experiences, associative activities, leisures


Express them clearly and in the interlocutor's vocabulary.
Present (and think of) yourself as a problem solver, not a job-seeker
Marketing
In case career plan has been defined in advance

Opportunity to further develop certain skills
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INTRODUCTION ROUND
•
-What would I like to share with the group to introduce myself??
•
What are my expectations/objectives that I set for myself going into this training?
‒ 1:
‒
2:
‒
3:
ASSESSING YOUR COMPE TENCIES
TRANSFERABLE COMPETENCIES
WHAT ARE THE SKILLS REQUIRED TO WRITE A GOOD SCIENTIFIC PUBLICATION?
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…
……
…
…
…
…
…
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…
…
…
…
…
……
…
ANALYZING YOUR COMPETENCIES
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QUESTIONS TO ANALYZE YOUR EXEPERIENCES IN DETAIL
Objective: Focus on the "how" did you do and "why" did you do such things?
- What has been set up or will be set up when I arrive? Did I have to start from scratch or follow up on someone else's
work?
- What was my initial contribution and how were my results evaluated?
- What was easy, nice, not so nice, not so easy? How did I tackle the difficulties or things I didn't know how to do?
- When I say "I used this method / technique: had it been developed before (just a formula)? Did I have to create it,
configure it or optimize it? Did I have to transfer it to someone else?
- Who did I work with? How was the team work organized and who organized it? What was my role and main
contributions to the team?
Etc...
TAXONOMIE DE BLOOM R EVISEE
6 Create - generating, planning, producing
5 Evaluate -
checking, critiquing
4 Analyze - differentiating, organizing, attributing
3 Apply -
executing, implementing
2 Understand - interpreting, exemplifying, classifying, summarizing, inferring, comparing,
explaining
1 Remember - recognizing, recalling
DESCRIBE YOUR PROFESSIONAL EXPERIENCES
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Professional experience
My doctoral experience
End of 1st year
My doctoral experience
End of 2nd year
Knowledge
Know-how
Behaviours
What I liked
What I didn’t like
My doctoral experience
End of 3rd year
8
Other experience
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COMMUNICATING ABOUT YOUR PHD
Title of your PhD
(My thesis is on…)
9
Objectives of your PhD
(… goals are …)
The stakes of your project
( Do not hesitate to give
more global contextual
elements, does it aim to
respond to societal,
environmental or other
issues? …)
Your Responsibilities
(Concretely what are your
missions/tasks ?)
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Methodologies used and/or
developed
( Especially the ones that
you initiated )
Your results
10
( Publications, patents,
communications of your
results, do not hesitate to
provide figures, illustrations
and context)
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COMPLEMENTARY TRAINING DURING THE PHD
Examples of training paths:
Year 1
Training for my project (disciplinary training, project management, writing
publications, etc.).
Year 2
Defining my career plan
Year 3
Teaching and academic
research profile
Private R&D profile
Non-R&D, private sector
profile
Continuing my training
in pedagogy
Improving my knowledge
of R&D in business
Discovering the jobs and
environments where PhDs are
employed.
Training on funding
applications (ANR, etc)
Training in PI, etc.
Acquiring complementary
competencies according to
my project
Preparing myself for job search according to the specificities of the sector I am
targeting, developing my network
My individual training plan:
Scientific and disciplinary training
Training in anticipation of my career pursuit
Year 1
Year 1
Year 3
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ANALYZING YOUR MOTIVATIONS AND APPETENCES
QUESTIONS TO HELP YOUR ANALYSIS
•
What kind of personality do I like to work with or not?
•
In what work environment am I comfortable or not?
•
What should the purpose of my job be in order to keep me satisfied?
•
What do I consider my greatest achievement?
•
What motivates me to come to work every day? What is demotivating?
•
What are my human values?
•
What are my distinctive assets?
•
Should I include certain constraints in my project definition (particular region, family, etc.)?
•
What are my priorities? What concessions would I be willing to make if necessary?
COMFORT ZONE
Reflect on the professional and personal contexts you are in:
Particularly confident and at ease.
Uncomfortable
Professional or personal
contexts
Characteristics of the
situation
What can we infer about
your ways?
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PEOPLE TO WORK WITH
Think about people that you have been able to:
Work well with
Get no work done with
People
13
Features
What can we infer about
your ways?
ACHIEVEMENTS YOUR AR E PROUD OF?

My greatest achievement?

What made me the most proud?

What made me feel useful?

What is my biggest failure?
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VALUES
On a scale of 1 to 5, with 1 being very little and 5 being very much, how well would you say each of these
values represents you?
Human values
1
2
3
4
5
Wisdom and knowledge: Cognitive abilities that promote the acquisition and use
of information.
Creativity : finding original and productive ways of doing things. This includes, but
is not limited to, artistic achievement.
Curiosity : find an interest in any experience; take an interest in this or that
subject; explore and discover.
Open-mindedness: look at things from all angles; not jumping to conclusions; be
able to change your mind in the light of new information.
Love of learning: acquiring new skills and new areas of knowledge (self-taught or
not). Is obviously linked to curiosity, but is distinguished from it by the tendency
to want to systematically acquire new knowledge.
Wisdom: being able to give sound advice; having a way of looking at the world
that makes sense for oneself and others.
Courage : Emotional abilities that involve achiveing goals though force of will, in
spite of internal and external obstacles..
Bravery: not backing down in the face of threat, difficulty or pain; defending what
is right against all; acting according to one's convictions, even if it is unpopular.
This includes, but is not limited to, physical courage.
Perseverance: finish what one has started; persisting in spite of difficulties; loving
to carry out a job.
Authenticity: telling the truth, but more generally presenting oneself
authentically; being unpretentious; taking responsibility for one's feelings and
actions.
Vitality: approaching life with enthusiasm and energy: not doing things by halfheartedly; living life as an adventure; feeling alive.
Humanity: Interpersonal ability to reach out and help others.
Love: valuing close relationships with others, especially when feelings (sharing,
affection) are reciprocal; being close to people.
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Kindness: doing favours, good deeds; helping others, taking care of them.
Emotional intelligence: being aware of the motivations and emotions of others
(and one's own); knowing what is appropriate in different contexts;
understanding the driving factors behind people's behaviour.
Justice: abilities at the basis of a harmonious social life.
Group work: knowing how to work within a group or team; having team spirit:
doing your part.
Sense of fairness: treating everyone fairly; not be influenced by personal feelings
when making decisions about others; giving everyone a chance.
Leadership: encourage the group you are part of to achieve things, while striving
to maintain good relations within it; organize group activities.
Temperance: Strengths that protect against excesses
Forgiveness: forgiving those who have done wrong; accepting the faults of others;
knowing how to give a second chance; not being driven by revenge.
Modesty: letting achievements speak for themselves; not to putting yourself
forward; not taking yourself for more than what you are.
Caution: being careful in your choices; don't take unnecessary risks; don't say or
do things that you might regret later.
Self-control: remaining in control of one's feelings and actions; being disciplined;
control one's appetites and emotions.
Transcendance: strengths that promote openness to a universal dimension and
give meaning to life.
Appreciation of beauty and excellence: notice and appreciate beauty, excellence
and/or technical mastery in the most diverse fields.
Gratitude: being aware and grateful for the good things that happen; taking time
to express thanks.
Optimism: waiting for the best of the future and working towards it; thinking that
a happy future is something you can provoke.
Humor: enjoy laughing and teasing; being cheerful; seeing the funny side of
things; making jokes.
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Spirituality: to know one's place in the Universe; to believe in the meaning of life,
to derive comfort and guidance from it.
MOTIVATIONAL FACTORS
What motivates you or doesn't motivate you on a daily basis to go to work? ... And in the long term?
Motivational factors
Discouraging factors
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THE TRESS OF POSIBILITES
INGREDIENTS SUMMARY TABLE
My exploration results
Priority?
17
What skills do I want to use in
my future job?
What are the main activities /
tasks I want to carry out?
What are the main
results/achievements from
which I have derived
satisfaction?
The skills I used to make it
happen?
Environments that allowed me
to flourish (regardless of the
tasks)?
The values I hold?
My motivators?
Anything else important to me?
My constraints (including
geographic, financial or
organizational) and
requirements
To help yourself: Based on the previous exercises, highlight in red the elements that characterize you most
spontaneously or that are the most important and in yellow those that recur frequently. Circle the skills that
you would be unhappy not to use in your future job.
How do you make sense of these ingredients? Tree of possibilities (mind mapping)
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Example
Work-life balance
Small team
Travels
Changing situations
English
Passion for
science
Watch
German
Rigour
Conceptualizing
What career path can we think of?
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MY TREE :
19
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MY CAREER PATHS
Define career paths that match your skills and interests.
JOBS
MAIN RESPONSIBILITIES
WORK ENVIRONMENT
Plan A
20
Plan B
Plan C
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JOB SURVEY: DATA ACQUISITION PHASE
INTERVIEW TABLE
Sample job (in relation to pre-projects)
Person met
Contact information
21
Position held
Organization
Org. size
Business sector
Department of the post
Reporting relationships of the position
Functional relationships of the position
Objectives and purposes of the position
Main tasks and related activities
Specific constraints related to the position
Salary range
Required skills (technical and transversal)
Initial training
Prior experience (duration and nature of
the position)
Tips for holding such a position
Recruitment procedures
Labour market dynamics
Other information collected
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JOB SURVEY – SELF-ASSESSMENT TABLE
Sample job (in relation to pre-projects)
Person met
My overall feeling at the end of the
interview
Concordance/discordance in relation to the
picture I had of the profession
Interest for the industry/sector
Interest in assignments and activities
Interest in the environment of the post
Acceptability of constraints
Consistency of salary in relation to my
expectations
Required skills (technical and transversal)
that I have
Required skills (technical and transversal)
that I do not have and the means to acquire
them
Adequacy of my initial training
Adequacy of my professional experience
(duration and type)
Review: what works for me
Review: what doesn't work for me
Review: my strengths
Review: my weaknesses
Scoring the adequacy of the position to my
career plan(/10)
Scoring the suitability of my profile for the
position (/10)
Conclusion: Go / No-Go / Delayed Go (+
intermediate post)
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FEASABILITY OF CAREER PLAN
In order to implement your career plan, fill out the following table:
23
+
-
My strengths
My weaknesses
INTERNAL
Opportunities
Threats/Risks
INTERNAL
MY PITCH TO CONVINVE A RECRUITER
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TO DO LIST FOR CARRYING OUT MY CAREER PLAN
Where are you on the diagram? What's been completed already? What still needs to be done?
Validated career plan
•Exploring the labour market
•Identification of relevant leads
•Information gathering
•Networking
•Identification of jobs and
positions
•Assessment: Do I have the
necessary skills? Which
recruitment procedure
(competition, application)?
•Road Map of actions: steps
and timetable
•Communication strategy
Career plan
Identified career
paths
complete
Here are a few examples, up to you to complete the rest.
NEED/PURPOSE
MEAN
Research the positions
that interest you
Search for job postings
NOTES
DONE
TO DO
Expand your network
Increasing my visibility on
the internet, especially
towards recruiters
Create a linkedin profile
Create a blog
Update my CV on the
jobboards
Finding my dream job
Finding the right jobboard
Identify trade shows
relevant to my field
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25
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APPENDIX 1 : CONTINUING MY INTROSPECTION WITH ORIENTA TION TESTS
To help you assess your personality and motivations, we suggest a few free online assessment tools.
RIASEC (JOHN L. HOLLAND, 1950)
Go on : https://openpsychometrics.org/tests/RIASEC/ and take the free RIASEC orientation test.
26
The 6 personalities at work - RIASEC, John Holland
Realistic: likes physical and/or manual activities, performing concrete actions, experimenting. Rather, patient,
meticulous, constant and enduring.
Skills: dexterity, physical resistance, mechanical intelligence, comfortable with technique.
Sectors of activity: safety, construction, crafts, sport, environment...
Leisure: outdoor activities, sport, DIY...
Investigative: has a thirst for knowledge, likes to solve problems, investigate, seek information.
Skills: learning ability, analytical skills, reasoning.
Fields of activity: research, medicine, journalism, engineering, computer science, science, psychology...
Hobbies: museum visits, attending conferences, playing chess, sudoku, scientific journals, astronomy...
Artistic: likes to express themselves, orally or through artistic expression (music, drawing, art...). Attracted by
creation and innovation.
Skills: creativity, artistic expression, intuition.
Sectors of activity: arts and entertainment, multimedia, graphic design, design, audiovisual...
Leisure : theatre, cinema, dance, music, painting, drawing, photography...
Social : wishes to exercise its action with others. This desire takes shape at different levels: emotional
(psychological support), educational (teaching,...), medical...
Aptitudes: ease of expression, sense of collaboration, listening, patience, conviviality.
Sectors of activity: social, medical, paramedical, educational, human resources, training, humanitarian,
associative...
Leisure activities: volunteer work, day care, collaborative activities...
Entreprising : needs openness. Likes to take risks, influence others, convince them, negotiate.
Skills: initiative, communication skills, negotiation.
Sectors of activity: commerce, distribution, purchasing, communication, marketing, company management,
hotel and catering, tourism...
Leisure: sports competition, adventure, politics, betting...
Conventionnal : attaches great importance to quality, organization, planning. Likes numbers, details.
Skills: data analysis, meticulousness, perfectionism.
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Business sectors: banking, insurance, logistics, administration...
Hobbies: keeping a collection, tidying up, organized trips, keeping papers in order...
MY RESULTS
27
MY COMMENTS
Commenting your results
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VIAME
VIAME is a test of your character strengths and values.
Based on Martin E.P. Seligman's work in positive psychology..
Create an account on http://www.viacharacter.org/survey/account/register
28
Les 24 forces :
1.
Honesty, integrity, sincerity
2.
Kindness, generosity
3.
Recognition of beauty
4.
Curiosity, interest in the world
5.
Creativity, ingenuity, originality
6.
Discernment, critical thinking
7.
Love of study and learning
8.
Love, ability to love and be loved
9.
Impartiality, fairness, justice
10.
Humour and playfulness
11.
Precaution, prudence and discretion
12.
Social Intelligence
13.
Attendance, application, perseverance
14.
Excuse me
15.
Courage & Valour
16.
Modesty and humility
17.
Joie de vivre, enthusiasm, vigour & energy
18.
Gratitude
19.
Citizenship, teamwork
20.
Hope, optimism, anticipation of the future
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21.
Perspective
22.
Leadership
23.
Spirituality, religiosity, purpose in life, faith
24.
Self-control and self-regulation
MY RESULTS
29
MY COMMENTS
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TALENTODAY
Talentoday is a is of personality allowing to discover its professional characteristics..
Create an account on https://www.talentoday.com/
The 5 clusters of professional personality
Communicate
Being in touch with others, transmitting something to someone, usually through language (written or oral).
Manage
Organize, manage something or someone.
Dare
To have the courage, the audacity, the boldness to do something.
Adapt
Changing your attitude, your thinking, your behaviour to bring it into line with a new situation, adjusting.
Excel
Ability to go beyond a set benchmark, achieve a performance superior to that previously produced.
Example
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MY RESULTS
31
M COMMENTS
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MY IDP
An individual development plan (IDP) helps you explore career possibilities and set
goals to follow the career path that fits you best. myIDP provides exercises to help you examine your skills,
interests, and values ; a list of 20 scientific career paths with a prediction of which ones best fit your skills and
interests ; a tool for setting strategic goals for the coming year, with optional reminders to keep you on track ;
Articles and resources to guide you through the process
Connect and create an account on: http://myidp.sciencecareers.org/
MY RESULTS
MY COMMENTS
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APPENDIX 2: RESOURCES FOR SKILL ASSESSMENT AND CAREER PLANNING
1- CAREER
33
Ref : projet CAREER (Compétences et employabilité des docteurs) by Adoc Talent Management (see: Durette, B.,
Fournier, M., & Lafon, M. (2014). The core competencies of PhDs. Studies in Higher Education ; www.adoctm.com/rapport.pdf) : the doctoral competency framework is organized around transferable technical
competencies, dispositions and behaviours, scientific expertise, interpersonal skills, transversal competencies
and meta-competencies.
Find out more about our studies and job profiles: http://www.adoc-tm.com/innovation-etudes?q=fr
2- Doctorate in the RNCP
Find the sheets by sector on:
https://certificationprofessionnelle.fr/recherche/doctorat
N° and block title List of competencies
RNCP31392BC01
Design and
elaboration of
R&D projects,
studies and
forecasts.
-To have both general and specific scientific expertise in a given field of research and work
-To take stock of the state and limits of knowledge within a given sector of activity, at local, national and
international levels
-Identifying and resolving complex and new problems involving a plurality of fields, by mobilizing the most
advanced knowledge and know-how.
-Identifying the possibilities of conceptual breakthroughs and designing lines of innovation for a professional
sector
-Making innovative contributions in high-level exchanges and international contexts
- Constantly adapting to the needs of research and innovation within a professional sector.
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-Implementing research methods and tools related to innovation
-Using the principles, tools and approaches for evaluating the costs and financing of an innovation or R&D
approach
Implementation of -Guaranteeing the validity of the work as well as its ethics and confidentiality by implementing the appropriate
control systems.
R&D projects,
-Managing the time constraints of study, innovation or R&D activities
studies and
RNCP31392BC02
forecasts.
RNCP31392BC03
Valorization and
transfer of the
results R&D
projects, studies
and forecasts.
RNCP31392BC04
International
science and
technology watch
-Implementing the factors of engagement, risk management and autonomy necessary for the completion of an
R&D, study or innovation project
- Implementing transfer solutions for exploitation purposes and valorization of results or products in economic
or social sectors.
34
- Compliance with the rules of intellectual or industrial property related to a sector
- Respecting the principles of deontology and ethics in relation to the integrity of the work and potential
impacts
- To implement all the international publication systems enabling new knowledge and know-how to be
exploited.
- Mobilize open data communication techniques to enhance initiatives and results.
- Acquire, synthesize and analyze state-of-the-art international scientific and technological data and information
- Understanding, hindsight and a critical look at all the cutting-edge information available
-Overcoming the frontiers of available data and knowledge by cross-referencing with different fields of
knowledge or other professional sectors.
- Developing scientific and professional cooperation networks at the international level
- Having the necessary curiosity, adaptability and openness to learn and maintain a high level of general and
international culture.
RNCP31392BC05
Training and
dissemination of
scientific and
technical culture
RNCP31392BC06
Management of
teams dedicated
to research and
development,
studies and
prospective
activities.
-Reporting and communicating in several languages on scientific and technological research for different
audiences or publications, both in writing and orally.
-Teaching and training diverse audiences in advanced concepts, tools and methods
-Adapting to a diverse audience to communicate and promote cutting-edge concepts and approaches
- Leading and coordinating a team in complex or interdisciplinary tasks.
- Identifying missing skills within a team and participating in the recruitment or solicitation of service providers Building the necessary steps to foster the spirit of entrepreneurship within a team
-Identifying key resources for a team and preparing changes in terms of training and personal development
-Assessing the work of individuals and the team in relation to projects and objectives
3- European benchmarks for skills and professions
DISCO2 : Dictionnaire des compétences en 27 langues
http://disco-tools.eu/disco2_portal/
ESCO : référentiel des compétences et métiers en 27 langues
https://ec.europa.eu/esco/home
4- RDF VITAE (Researcher Development Framework)
Référentiel des compétences des chercheurs, en anglais
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https://www.vitae.ac.uk/researchers-professional-development/about-the-vitae-researcher-developmentframework
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5- Wiki des métiers APEC
Référentiel des métiers qualifies organisés par grande fonction de l’entreprise :
annuaire-metiers.cadres.apec.fr/
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