Canadian Government Executive - Volume 24 - Issue 03

May/June 2018 // Canadian Government Executive / 31 young professionals By Brindan Baskaran H ave you ever had a stellar em- ployee on your team, but were unable to turn their contract into a permanent position be- cause someone returned from their sec- ondment, or because their position opened up to competition? Perhaps you have been in a similar situation at some point in your career, and you might be able to relate to the stress and hopelessness that new pro- fessionals without a permanent position face when starting off. Here are five things you could do as a manager to guide indi- viduals who have a budding future with the public service. Ask them about their career Many new professionals are uncomfortable discussing their career progression goals with their manager because they believe that a manager would retain hard working team members and voicing their aspira- tions would reduce their chances advance- ment. However, accountability and process prevails in public service organizations, and competitions are usually the way to become permanent. The next time you have an op- portunity to chat, ask them to share their career goals. Most would be more than hap- py that you are interested in their career development. You could also offer to keep an eye out for upcoming opportunities, pro- vide them with tasks that would strength- en their competencies, and put in a good word with other managers. In addition, you might want to add networking and career training as part of their personal develop- ment or learning plan. This will make it easier for them to set up informational in- terviews and take part in job shadowing opportunities knowing their manager is by their side to support them. Become a mentor Having a trustworthy manager or se- nior colleague guide a new professional through potential career moves and pit- falls is extremely valuable. By offering to be a mentor for a promising employee, you would provide a safe place for them to ask questions and vent. Moreover, you could provide hope that it is possible to land a permanent position by reminding them about their strengths. Help prepare for upcoming positions One of the most useful things you could do as a manager is prepare your teammember without a permanent position for poten- tial upcoming senior positions within your branch or division. Have them work with another colleague on projects that would help them increase their skill set and expe- rience that would help them compete for a permanent position in the future. Encourage them to join extracurricular activities at work Another way for a new professional to put themselves out there is to volunteer with your organization’s charities or social committees. Whether it’s a United Way campaign or an employee recognition pro- gram, their participation will lead them to meet new people, some of whom might be senior management. Encourage them to participate and perhaps even introduce them to other hiring managers on the ex- tracurricular team. Encourage working on a small project at another branch If your team is short of work, consider set- ting up a short term assignment for your new professional teammember in another branch. By working with another team for a few hours a week, they can get some new experience, refine their skills, expose more people to their work, and have an upper- hand if a position opens up in the future. The fact that another branch has extra work might also mean that they are lack- ing staff. In other words, there could very well be a position for them to compete for in the future. By putting in the effort to mentor some- one starting off in the public service, you would lead an individual to strengthen their competencies and expose them to other hiring managers in the organization. While these strategies won’t guarantee a permanent position, they’ll be better pre- pared to tackle a competition for one. B rindan B askaran , Ontario Ministry of Agriculture, Food and Rural Affairs increase thei r chances of scor ing a permanent government posi t ion How to help a new professional