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| EXECUTIVE CAREER TRANSITION OVERVIEW York Career Development, Inc. is retained by organizations to facilitate the transition of executives leaving or moving within the organization. The process outlined below emphasizes: A. In-depth career assessment B. Proven marketing approach C. Enhancement of critical communications skills D. Scheduled follow-up Our process which integrates effective self-marketing with an accurate self-assessment serves as an effective bridge between the trauma of termination and the attainment of a suitable new career. We are known for the concern and sensitivity we have for individual needs and for the quality of our staff and facilities. Each executive has a personalized process designed to match his/her needs, timetable, and desired outcome. DESCRIPTION The Executive Career Transition process is one of three levels of service created to accommodate the differing transition needs of executives at different organization levels and is designed to assist individuals in locating the right career situation as quickly as possible with minimum trauma. It is usually provided for a key executive. The process has three phases: I. Career and marketability assessment, II. Marketing Plan development/personal preparation III. Campaign management A full-time senior career consultant works with the individual -- as a Program Manager -- through all three phases. The following are usually provided: office space, telephone use, administrative support, use of the Business Information Center--together with stationery, resumes, and mailings. Phase I includes a career review with a psychologist which helps to clarify skills, interests, motivation, and other personality characteristics and to determine appropriate career directions -- in addition to working with the primary consultant. Phase II, Preparing to Market, includes setting goals, developing a marketing plan, completion of a resume, effective use of the published and hidden job markets and networking training, together with communication and job interview training. During Phase III, the primary senior consultant serves as a "campaign manager," providing individualized job search coaching and consultation for a specified period of time, not to exceed twelve (12) months. Should an executive's new position end for any reason within six (6) months, he/she may resume the process to a total maximum of twelve (12) months. COMPONENTS The following outlines the content possibilities within the framework of the Executive Process. Specific components will be addressed in accordance with the defined needs of the candidate. Preliminary Steps A. Pre-termination consultation with client organization (as appropriate) B. Initial meeting with candidate (soon after termination) C. Selection of primary consultant/program manager Phase I - Career and Marketability Assessment A. Assessments 1. Self-Evaluation 2. Comprehensive Career Assessment and Feedback 3. Diagnostic Activity/Positioning 4. Spouse Counseling (as appropriate) B. Decision Analysis/Options 1. Career Continuation 2. Career Change 3. Work-for-Self 4. Active Retirement * Phase II - Marketing Plan Development/Personal Preparation A. Communication Skills 1. Resume Preparation 2. Interview Presentation 3. Networking Training B. Marketing Plan 1. Strategies/Goal Setting 2. Systems Approaches 3. Competitive Processes 4. Negotiation and Offer Evaluation 5. Research Basis Phase III - Search Campaign Management A. Personal Plan/Time Management B. Facilities Utilization C. Access to the Marketing Systems D. Administrative Support E. Feedback/On-going Counseling COMMITMENT We are committed to providing an individually tailored process, under the guidance of a full-time senior career consultant, as the most effective way to plan and implement a career transition. We do not view the executives as a number or statistic. Each one is an individual with different needs and career aspirations. The work we do with each executive is carefully tailored to the individual and is not an off-the-shelf program. And, we really care about the outcome. We maintain liaison with the client organization while insuring the confidentiality of the counseling relationship with the executive candidate. We strive for maximum return to both the individual and the corporate client. * Note: If an active retirement option is selected, Phases II and III are modified accordingly. |
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