Running Head: DEVELOPMENT PLAN Personal Management Development Plan Thomas A. Frasier Siena Heights University 1 PERSONAL MANAGEMENT DEVELOPMENT PLAN 2 Personal Management Development Plan “It is both the employees’ and their supervisor’s best interest if employees are performing at their best. Such development is critical to an effective organization” (Blanchard & Thacker p. 425). To have an idea of where you’re going, you must first know where you’ve been. To know where you’ve been you have hopefully set yourself up to succeed. “Developing an understanding of one’s vocational identity is not unproblematic. As vocations are based on personally significant events, beliefs, skills and values, the scripts which inform understandings of vocational identity are highly subjective” (Cullen p. 934). I have been in the field I am currently since 1979. I graduated from a now closed engineering trade school called Detroit Engineering Institute (Frasier 2014). I chose this path because I enjoyed drawing with a lead pencil any and all mechanical and architecture drawings. I graduated from school on a Friday and starting working the next Monday. That was the beginning of my career as a mechanical engineer which lead to where I am today at Ford Motor Company. That was then, this is now. My current supervisor hired me because of my experience and because I have a Bachelor’s Degree in Engineering from none other than Siena Heights University. Due to the length of time I have been in the cutting tool industry he knew that I could fit into the Ford Motor Company family and succeed. I was only at Ford for two months and my supervisor wanted me to complete my objectives even though they weren’t required. He wanted me to have a plan that we both could ensure what career path at Ford I could and would take. The Plan In Picture 1 “B” that is where we launch into our Career Navigator Ford Motor Company is very supportive on employee development. See Picture 1. This is a copy of our HR PERSONAL MANAGEMENT DEVELOPMENT PLAN 3 Department access. Taking a look at “A” please note the heading, “Building a Skilled and Motivated Team”. This is something that I believe Ford is really interested in achieving. I have been with Ford for only three years and that is one of the things that attracted me to this company. The timeline that is in this picture is an accurate guideline and is very critical as we are constantly reminded of when something is due in our development. I have bi-weekly one on one meetings with my supervisor and we discuss our objectives in every one of them. The “Objective Setting” is due in January but we actually prepare it in December the previous year so we can be up and running in the next year. Our objectives start at corporate management and are funneled down to each and every employee. The personal objectives are something that you arrive with your direct supervisor. Also note that my education at Siena Heights is part of my development as well. In Picture 6 the highlighted area in red and highlighted in yellow shows how training is a big part of our personal development as described in my objectives. In Picture 3 this is a list of all the training programs I have taken since I have been at Ford. The area that is circled in red is an area that I am actually considered an “expert” and that is a class I completed some training to my peers. In the darker grey areas are three classes that I have been trained in to help me make the move to a supervisor position. The other part of my Engineering Training is the Ford Technical Education Program (FTEP) area as show in Picture 2. These are technical requirements for my current and other positions. The picture only shows a first page snap shot of the classes offered/required. If I were to choose to move into another area like Processing, I could take several of these web-based training classes to prove that I am capable of doing what is required of that position. Of course on my objectives in Picture 6 we list that an FTEP is required every year. There are a total of fifteen of them. If I have the time I can complete as many of these PERSONAL MANAGEMENT DEVELOPMENT PLAN 4 as possible. Also, if I want to move into supervision that even requires that I have complete at least five of these FTEPs. My Ford career interests are to advance into supervision. Employees are different grade levels starting at level One through Eight. Once we get into supervision we become an LL6 and down to LL5 and so on. The LL level stands for Leadership Level. I was hired and am currently at a level Eight as a General Salary person. The higher the level the higher the expectations. My next move is into supervision and that’s the plan my supervisor and I have created the path for my development. I also have the possibility of moving into an engineering specialist postion. This is a position that would be a grade level LL6 and it would signify that I am an expert in the position that I was in, probably as a Tooling Specialist. Development In Picture 4 is what Ford calls our Leadership Development Plan. This is a snapshot of our achievements at Ford as well as previous employment if needed if it will help to be a part of our development. This is somewhat of an internal resume’. This is something that is attached to our request for a position in our job posting section within the Ford system. In Picture 5 I have set up my career interests at Ford. I have already started my Green Belt training and I am already working on a new Program in Transmission as the lead engineer. I am well on my way to being prepared for a move into supervision. This is the plan. My supervisor has informed me that I probably won’t see that Transmission program to completion as I will probably be moving up into another position. Whether or not I move up in the company I will be happy that I am working at what I consider the best company in the world. PERSONAL MANAGEMENT DEVELOPMENT PLAN 5 As part of my ePortfolio at Siena Heights University I have a website http://tomfrasier.weebly.com/ (Frasier 2014). This website has my career and the previous positions I have held at other companies on the Resume’ tab. The last tab under Miscellaneous includes some personal information and video links that show a few of the important events in my life. At this late stage of my career I have finally landed in a company that is the best in the world and a company that really cares about its people and their development. When I am sitting on my couch on Sunday nights I actually get excited about working on Monday, really. PERSONAL MANAGEMENT DEVELOPMENT PLAN Picture 1 6 PERSONAL MANAGEMENT DEVELOPMENT PLAN Picture 2 7 PERSONAL MANAGEMENT DEVELOPMENT PLAN Title 8 Date Marked Complete Duration(HH:MM) Course # Processing Fundamentals - Machining P/T New Program Launch Overview Cost Study 101 Principles of Bill of Process/Bill of Design Program Financial Systems Procurement Process and Advanced CPARS AutoCAD Transmission Teardown Automated Issues Management System (AIMS) SharePoint 2010 Procurement Process Training Digital Innovation - Teamcenter Viewer Teamcenter Manufacturing MAXIMO Work Request/VTS Module Drawing Management System (DMS) WILL Series - AutoCAD 2012 Essentials Series (Class 3 of 6) WILL Series - AutoCAD 2012 Advanced (Class 2 of 5) WILL Series - AutoCAD 2012 Essentials Series (Class 4 of 6) WILL Series - AutoCAD 2012 3D Modeling (Class 1 of 4) WILL Series - AutoCAD 2012 3D Modeling (Class 2 of 4) WILL Series - AutoCAD 2012 Advanced (Class 3 of 5) WILL Series - AutoCAD 2012 Essentials Series (Class 3 of 6) WILL Series - AutoCAD 2012 Essentials Series (Class 2 of 6) WILL Series - AutoCAD 2012 Advanced (Class 1 of 5) WILL Series - AutoCAD 2012 Intermediate (Class 4 of 4) MIDAS - Machine ID Acceptance System Global 8D - FTEP Qualified WILL Series - AutoCAD 2012 Essentials Series (Class 1 of 6) WILL Series - AutoCAD 2012 Intermediate (Class 2 of 4) WILL Series - AutoCAD 2012 Intermediate (Class 3 of 4) CPARS-Procurement Process (Intro/Refresher) Integrator Discipline PAR Payment Approval Process 2012 Code of Conduct Ford Production System Overview for PTME PWTR- Standard Quote Form & MFG Cost Optimization Gauge Capability Studies [using Q-DAS Version 10] CMM Specs and their Impact on Proces Capability Quality Health Charts and interface with E2KS Leadership Development Institute Module 1 - Development Protecting Information Assets Leadership Development Institute Module 2 - Working Together Globally Harmonized System (GHS) AutoCAD: Ford CAD Standards and Specifications GPDS - Basic to Integrator (or Basic to Beyond) AutoCAD: Techniques to Improve Your Daily Life Drawing Management System (DMS) AIMS Globally Harmonized System (GHS) ECPL - Hands On (Refresher) Leadership Development Institute Module 3 - Delivering Results Environmental Requirements for New Programs Engine Familiarization 9/12/2011 9/13/2011 9/14/2011 9/15/2011 9/15/2011 9/15/2011 9/16/2011 9/20/2011 10/11/2011 11/4/2011 3/6/2012 3/7/2012 3/28/2012 4/10/2012 5/17/2012 6/5/2012 6/15/2012 6/15/2012 6/19/2012 6/19/2012 6/19/2012 6/19/2012 6/20/2012 6/26/2012 6/26/2012 6/26/2012 6/27/2012 7/13/2012 8/29/2012 8/29/2012 10/29/2012 10/29/2012 10/31/2012 12/10/2012 1/24/2013 3/26/2013 5/14/2013 5/15/2013 5/17/2013 6/6/2013 8/12/2013 8/29/2013 9/5/2013 9/10/2013 9/10/2013 9/10/2013 9/11/2013 9/12/2013 9/16/2013 9/17/2013 11/14/2013 5/9/2014 6/25/2014 Picture 3 1:00 1:00 1:00 1:00 1:00 1:00 1:00 1:00 1:00 1:00 1:00 2:00 8:30 2:00 1:00 3:00 3:00 3:00 3:00 3:00 3:00 3:00 3:00 3:00 3:00 1:00 8:00 3:00 3:00 3:00 1:00 1:00 1:00 1:00 1:00 1:00 1:00 1:00 1:00 8:00 1:00 8:00 0:30 1:00 1:00 1:00 1:00 1:00 1:00 8:00 8:00 1:00 1:00 91 111 106 108 101 100 130 134 154 182 289 317 334 370 380 415 438 499 531 551 716 699 720 684 657 940 824 Type ME Week ME Week ME Week ME Week ME Week ME Week ME Week ME Week ME Week ME Week WBT WBT WBT WBT ME Week WBT WBT WBT WBT WBT WBT WBT WBT WBT WBT ME Week WBT WBT WBT WBT ME Week ME Week ME Week WBT ME Week ME Week ME Week ME Week ME Week WBT WBT WBT WBT ME Week ME Week ME Week ME Week ME Week WBT WBT WBT ME Week ME Week PERSONAL MANAGEMENT DEVELOPMENT PLAN Picture 4 9 PERSONAL MANAGEMENT DEVELOPMENT PLAN Picture 5 10 PERSONAL MANAGEMENT DEVELOPMENT PLAN Picture 6 11 PERSONAL MANAGEMENT DEVELOPMENT PLAN 12 References Blanchard, P., & Thacker, J. (2010). Effective Training Systems, Strategies, and Practices. Upper Saddle River, NJ: Prentice Hall Cullen, J. G. (2013). Vocational ideation and management career development. Journal of Management Development, 32(9), 932-944. Frasier, T.A. (2014). ePortfolio. Siena Heights University Organizational Leadership Program requirement. http://tomfrasier.weebly.com/