Harvard values employees and views continuous learning and opportunities for growth as a way to align the needs of the institution with the skills, interests and abilities of our workforce. Our career development philosophy is that career development is a process where employees strategically explore, plan and create their future paths with feedback and guidance from their managers and information and resources from the University.
Career Conversation Meetings for Staff
Current Harvard staff (must have Harvard Staff ID) are invited to participate in Career Conversation Meetings across Harvard which will take place at local HR offices, on the third Thursday of each month (except December) from 2-4 p.m. 2016-17 schedule:
|October 20||March 16|
|November 17||April 20|
|January 19||May 18|
|February 16||June 15|
What can you learn by attending a Career Conversation meeting? These sessions give you the opportunity to meet one-on-one with local HR officers so you can learn more about Harvard’s schools and departments, including key initiatives and work environments, and explore your career interests, expand your professional network and strengthen future applications. You can learn more in this FAQ.
You must sign up in advance for these one-on-one discussions by submitting a brief questionnaire to the local HR office that you wish to meet with directly. You will receive a confirmed time for a 15-30 minute meeting. For the list of participating schools and units and to submit a meeting request click here. You may attend one or all of these sessions by visiting different schools or central departments. (Please schedule only one meeting per month.)
You must prepare in advance for these sessions – please see this Preparation Checklist for details and review these Quick Resume Tips so that you have an up-to-date, effective resume to bring to the meeting.
If you have any questions related to Career Conversation Meetings, please contact email@example.com.
Harvard's Career Development Model
Harvard uses a simple but comprehensive model for career management. The model breaks a complex and often daunting process into three clear areas, allowing you to focus and set achievable goals.
While it's true that a “cookie cutter” approach will not define your career, a simple model can help sort through the main points of career development. It can help you identify where in the career development process you need to focus.
The model has three major phases: