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Tools for Supervisors

What’s your role in supporting your member’s career?

Our members are accountable for driving their career journeys. Supervisors help guide their member’s career journey by asking good questions, providing access to opportunities, feedback and suggestions.

 

Supporting your Member's Career

Here are some of the things that you can do to support your members with their careers:

  • Have regular career conversations with your members

  • Provide ongoing feedback and coaching to your members

  • Find career development opportunities for your members, examples include:

    • Uniform: leading a search warrant execution, witness interview, etc.

    • Civilian: leading a project, writing a business case, take on an acting role, leading team meetings, etc.

  • Connect your members with members who may be able to help them with their careers

Having a Career Conversation with your Team Member

Are you ready to support your member’s with their career journeys?

 

Having the right mindset and identifying development opportunities for yourself first, can help you with having effective career conversations and providing feedback and coaching to your members.

 

Here are a few self-assessments to help you identify any areas that you may need to refresh your memory before having a career conversation with your member.

 

 

Tools and Resources to Help Guide your Conversation

Member Self-Assessment: These questions will help you get to know your team member and what they enjoy doing at work. Send them to your team member before your first career conversation.


  • Tell me about the work that you have done that you’re most proud of.
  • What activities do you engage in on your job that get you the most excited or that are the most interesting to you?
  • Tell me about when you've felt like you had a "great day at work." What happened that day?
  • What are the conditions under which you do your best work?
  • What do you think your talents and skills are? Let me tell you what I think differentiates you from others and what value I believe you bring to the Service.
  • What are your short-term and long-term career goals?
  • What values are important to you? Do your values get to show up at work?




Career Awareness: Here’s a few ways that you can help your member become more aware of the bigger picture, their options and resources available at TPS.


  • Do you know what our unit's goals are for the year? If not, let me share those with you so that you can align your individual goals with those of our unit.
  • What projects, committees, or other responsibilities do you think you'd like to be part of in order to develop your career?
  • Who are the people I know that could be helpful to you? Let me introduce you to them.




Skill Development: Share these questions with your member after your first career conversation to help them prepare for the next time you meet to discuss their progress.


  • What development experiences might help you progress towards your career goals?
  • What education or training might help your member progress?
  • How can I help you get ready to do well in this project/activity we’ve selected for you?




Competency Development: At TPS, how we work is just as important as what we do. Ask your members to take the TPS competency assessment questionnaire for their current level.


Competency Assessment Questionnaire





 

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