1. Re fe r e n ce :
Ca r e e r Q u e s t
http://domin o1/highwa y.n s f/Ne wF r a me s e t2? O pe n F or m& /C
a r e e r Q u e s t.n s f

2. Areas of focus
Career Quest
IDP
Promoters
Sell and Saves
Policy Pro

3. “How come I’m not getting
the recognition I deserve?”

4. Getting Started
Career Quest is a tool that was created to support you in preparing and
planning your career development discussions.
*Contains tips on how to identify your interests and assess your current
skills.
*Ideas on how to acquire new skills important to a position of interest.
*Resume and interviewing tips.
*Manager discussion and action plan guides.
*Has questionnaires and models for help creating IDP.
To access: HR Express, Career opportunities-> career ->career quest

5. Identify you interest
Matching your skills and interest to the right position at Progressive is key to
making your journey a success. Career Quest was developed to help you
understand those interests and apply them to positions available within the
company.
*What do I like to do?
*What am I good at that I enjoy doing?
*What skills do I currently have?
*What are my most significant strengths?
*What skills/experiences/education do I bring from prior
employment/positions?
*Once you've considered and answered

6. Assess your Skills
Discovering your interests and what you aspire to be is not the end of your
process. Now it's time to conduct a self-assessment to understand what you
excel at and where you need further development. This self-awareness will
help you identify how your current skills and job experience match to the
skills required for the job(s) you have identified as your career interests.
Are My Options Realistic (questionnaire on Career Quest)
Career Development with IDP
Competency Assessment Library

7. Tools/ Resources: IDP
Building a Career Profile with Individual Development Plan
Each year you should update your profile as part of
career pathing and development discussions with your manager. Revise and mo
1 Build you career Profile- give you the opportunity to reflect on your current and past accomplishments, your
knowledge regarding the industry and your past and present areas of responsibility.
To fill out your Career Interests:
1. Think about your career goals- Short term and Long Term
– where do you want your career
to go in the future?
2. Use the Job Description Library
and Job Opportunity Listing to
research jobs that may fit your
career goals.

8. Tools/ Resources: IDP cont…
3. Document the types of jobs that
may advance your career goals
and the timeframe when you think
those jobs are achievable; provide
comments to further clarify your
goals.
4. Optional: select the shifts you
would want to work and offer comments. If you are happy with your shift.
List the shift you are currently working.

9. Tools/ Resources: IDP cont…
Meeting with Your Manager to Review Your Career Profile with IDP
Your discussion should focus on your accomplishments, career goals and IDP
so you can gather your manager’s feedback. Be open to revising your goals

10. Career Profile
Access Through HR Express -> Training and Development ->Create/Update
Career Profile with IDP
When you start your IDP, the first Tab that will open is your Career Profile
Tab.
That is where you want to list your long and short term goals.
Example of a good Short term goal- “Be here to help my peers”
Example of a long term goal- “ Your ideal Position”

11. Individual Development Plan
Complete your Strength and Weaknesses.
For this area you want to link into -> Training and Development -> Careers ->
Career Page -> Evaluate -> Leadership Competencies

12. A Tool for setting your IDP can be
found…
Career quest -> tools and resources ->career profile with IDP reference
guide ->
People Planning:
Building a Career Profile le with
Individual Development Plan
Participant Reference Guide

13. Strengths
Choose one of the Competencies…
Business Knowledge
Decision Making
Creativity & Innovation
Prioritizing, Planning & Organizing
Developing Others
Relationship Building
Open Communications
Personal Development
Drive for Results
Next you link out from our Share point site, Click IDP. From there you will
have access to a PDF that has the complete descriptions for your Strengths

14. Once you identify a strength
What do you want to start/stop/continue to do in order to develop your area
of strength/opportunity?
You will find the attribute that best describes your goal?
EX: My strength is Business Knowledge
My attribute could be: Understands the insurance industry and marketplace.
How will you accomplish this action? List what ever you feel you can do to show
that you understand the insurance history such as Meet with a seasoned
manager to gain knowledge of the organization’s history.
Why are you taking this action? You can copy and paste areas from your PE
and list “from my mid year PE as a date stamp.”

15. Describe an Opportunity
Business Knowledge
Decision Making
Creativity & Innovation
Prioritizing, Planning & Organizing
Developing Others
Relationship Building
Open Communications
Personal Development
Drive for Results
Use this list of Competencies to pick one you would like to work on.
Save and send to manager when you are satisfied with what you have on
you IDP

16. DO I deserve recognition?
Check list:
Have you reviewed your job objectives?
Are you meeting, going above and beyond, or not meeting your objectives?
If you are meeting or not meeting ask yourself “What more can I do or How
can I begin to”…
…do that no one else is doing?
…help a peer?
…help the company?
…make my self visible?

17. Sell and $ave
Be Visible why…
If you wish to be recognized, then do not be a lone worker. Stand out! Do not
feel awkward when you “toot your own horn” for the value you bring to your
company. In fact toot the horn loud and clear. If you seek accolades you will
have to make an effort to stand out and be visible. It is all the more
important to be visible in today’s workplace. Those with a brilliant track
record and often recognized in the company have a higher chance of being
retained when the layoff cycles begin.

18. Promote, Promote, Promote!
Bring Value to your company and also to your Co-Workers
The more you give the more you shall receive. If you have mentored peers,
you are already in the good books of recognition.
If your co-workers have good things to say for you, the more popular you
would be, and popularity is a very important step towards valued recognition
in a company. Also don’t forget to appreciate your co-workers and managers
too.
If you have not gotten any promoters so far, ask for their feedback and listen
to what they have to say and if they have to say something good about you,
reach out to them first.
Bring value to your organization by presenting ideas on your current or new
projects, or present a case on how your contribution can lead to an increase
in revenue for the company.

19. Deciding to discuss Goals
When? Ensure that you and your supervisor have enough time to discuss your
career goals. Take initiative, do not wait for Sandra to come to you. Why? you do
not want ask about it when she is on the way to a meeting or that you are
scheduled for something. Meetings like this require more than a few minutes if
you want it to be effective.
How should I let her know I want to discuss my career goals? Send a meeting
request email or just walk in and to her. Where? Her desk or a feedback room if
you feel you need more privacy.
What to discuss?
Come prepared with an agenda of your own. Discuss in depth the expectations
from the present and planned projects and keep the task measurable.
Keep notes of suggestions Sandra makes, tasks, deadlines. Don’t be shy to
communicate if the expectations do not match and/or you have a proposal to
work on some other tasks within the team.
Make sure your expectations are reasonable.
Use good communication skills during this discussion and be a good listener.

20. Taking control of your career goals.
1 Semi annual Performance reviews are not the only time when you discuss your
career goals with Sandra. The goals should be set monthly or when the
opportunity presents itself during the year.
2 Whether you had a great or a one you felt you good have done better on the
previous year, now is the time to ensure a more positive one for the next year.
Come to coaching sessions prepared to go over goal planning for the current
year. Buy taking charge of your career is in your hands and you better be diligent
and proactive about it. If you don’t take control now no one would and the
outcome may not be to your liking.
3 Performance management is as much your responsibility as your manager’s,
well in fact more of yours. Stay on top of your metrics. If you have any concerns
make sure to get feedback on what more you can do if you feel you are not
where you want to be.
4 Not tomorrow nor later – today is the time to take initiate: Managing your
performance review and setting career goals with your boss strengthens your
communication with. You have to market yourself continuously to be visible as a
valuable contributor to the organization, if you do not toot your horn no one else
will – so take charge now.

21. Performance Evaluation
Mention feedbacks you have given
Briefly mention what your job objections were and speak about what you did
to meet them. Talk about steps you took to meet your objectives. Speak of
future plans. Create a new objective.

22. Create a Great Performance Assesment
*Great Place to start: Career Quest and Update your IDP and resume
Document your Achievements in a daily, weekly or monthly journal.
If your efforts at the workplace have resulted in increased revenue for the
company or just great salutations from the customers and clients you have
every reason to be the on the list of those recognized for their contribution
to the organization.
But if you have no record and have not reached out to your manager
informing him/her about your success don’t blame anyone if you fail to be
recognized or do not get that much deserved compensation or monthly
bonus.