Barbara Hewitt – Page 13

Preparing For a Performance Review

By Barbara Hewitt

It is performance review time for University of Pennsylvania staff. There was a bit of a collective groan when our director announced the date in May when all reviews need to be completed. Between writing individual self-appraisals, meeting with supervisors to discuss them, and then formally writing up official performance reviews for each staff member, the process can be time and labor intensive. It is all too easy to think about all the other tasks you could be working on.

Let’s face it – it can also feel awkward and artificial to sit down formally to talk about “how the year went.” Hopefully your relationship with your supervisor is open enough that these sorts of conversations don’t need to be channeled into one hour-long conversation each year, but rather can take place over the course of 12 months on an as-needed basis. In many offices, however, this doesn’t happen. Most employees have a full-load on their plates (especially with the recent downsizing at many organizations), so it can be difficult to find a time when you and your supervisor are both available.

Even with the “downside” of performance reviews, however, I firmly believe they are a valuable and important tool. The self-appraisal process encourages employees to think about what has been accomplished throughout the year – what went well and what was less successful – and consider personal strengths and areas for improvement. In the day to day bustle of most jobs, it can be difficult to make the time to sit down and reflect about how things are going. Reviews also provide the incentive (and requirement!) of formulating goals for the coming year. Studies have shown that goals are much more likely to be achieved if they are written down. The appraisal process forces you to do this.

As students, many of you have probably not yet had the opportunity to participate in a formal review, but for those of you graduating in May and those of you entering a structured internship program over the summer, this is likely to change for you soon! Following are some suggestions to help you prepare for the process:

• Document Your Accomplishments. Throughout the course of the year (or summer, in the case of internships) document your achievements so that you can easily refer to them when it comes time for your review. It can be difficult to recall what you did in January when your review does not take place until December. The file can be a formal hard copy system or simply an e-mail folder where you store reminders about things you want to bring up during the review.

• Know the review format. Find out if there is a standard written evaluation that the organization uses. Try to obtain a copy of it so you will know how to prepare.

• Review yourself first. Think about how you’ve made a difference and contributed to the organization. If you can quantify your achievements, even better. Be able to articulate why the organization is better off because you are there. You should also be self-aware enough to be able to discuss where you need to develop and grow. Finally, you should be ready to discuss any new projects you would like to take on or new training that would help you to be even more successful at work.

• Focus on yourself. This is YOUR review. Don’t use it as an opportunity to comment on other employees’ performance or complain about your colleagues.

• Relax! Remember that the review is a conversation. View it as a valuable opportunity to receive feedback on your performance. It is a time when you will (hopefully!) have your supervisor’s undivided attention. Take advantage of this time to learn more about how you are perceived in the workplace and what steps you can take to perform at an even higher level. The review also provides a helpful opportunity to make sure that you and you are supervisor are on the same page. Are the things that you are placing a lot of emphasis on the same things that your supervisor values and wants you to focus on? Finally, try not to be defensive and to remain open to feedback. It can be difficult to have someone tell you what areas you need to improve on, but the feedback can be extremely valuable to help you excel within the organization and in your long-term career.

Keep in mind that the review process in most organizations is tied to salary increases. Taking the review seriously and thoroughly preparing for it will not only help you to better showcase your contributions to the organization, but hopefully result in more money in your paycheck.

Focus on the Positive

By Barbara Hewitt

I’ve recently had a number of appointments with individuals who have been in the workforce for awhile. Two of these appointments were with individuals who have held positions in the last few years which weren’t exactly what they anticipated when they accepted them. This is not uncommon. We’ve all had experiences in which we are disappointed when the realities of a situation do not match our expectations. However, what was interesting to me when talking with these individuals was the very different outlook each had about their experiences and the way they communicated with me about them.

One of the individuals worked for a government agency. While she originally thought that she would enjoy putting her business skills to use in the public sector, she ultimately ended up extremely frustrated with the layers of bureaucracy and her inability to get things done quickly. Her general dislike of the position came across in our discussion not only in the words she used to describe her experience but also in her posture and facial expressions. Her demeanor declared very loudly that the experience was a waste of her time and not valuable in any way.

The second individual had taken a hiatus from his business career to pursue elementary education certification. He had given up a lot in terms of paying tuition for two years and foregoing a paycheck during that time. Ultimately, after completing his student teaching, he decided that elementary education was not for him. However, the way he communicated this experience was entirely more positive. Yes, he was honest about what he didn’t like about the experience – the fact that classroom management with 20 first graders was more challenging than he had expected and that affecting the change he had hoped to bring about in the students’ lives was very difficult. However, he focused most of our discussion on what the experience had given him – a better understanding of his own strengths and weaknesses, a better understanding of individuals from different cultures, and a conviction that education was the right field for him. However, he had learned that he wanted to become involved in education at the college level where he could work with older students. In this conversation, the experience of the individual was not portrayed as a waste, but rather an opportunity to develop new skills and grow as a person. Although he ultimately did not decide to pursue a career in elementary education, the skills he developed during his two years pursuing that goal will clearly be useful in many other jobs.

I bring up these appointments for two reasons. First, you can learn and grow from almost any job. Focus on the positive things you can bring away from unexpected experiences. No position is perfect, but all jobs have something that you can take away from them. Secondly, particularly in an interview for a new position, be sure to talk about the positive things that you did get from the experience. While it is fine to discuss what you are seeking in a new position that you have not found in your current one, also make sure to discuss the skills that you developed in your old job or parts of the position that you particularly enjoyed. If you present the experience in a negative light, the prospective employer will also view it in a negative light, and quite likely view you as a negative person. This is not the impression you want to leave with someone who has the power to offer you a position that will hopefully be a more ideal opportunity for you.

How Is Your Major or Concentration Related to Job Opportunities?

By Barbara Hewitt

Preregistration for fall 2010 is nearly upon us and many students (particularly sophomores) are starting to feel some angst about what they “should” choose as a major or concentration. Should they declare a minor? Will study abroad be important to recruiters? Is it better to study something you love or something you think is practical in terms of getting a job?

There are unfortunately (or maybe fortunately…) no easy answers to these questions. Job applicants bring many different qualities to an employer, and it is not easy to distill down in a few short paragraphs what employers are looking for when searching for a new employee. It really depends on the industry, job function, culture of the organization and, of course, the individual interviewer.

diploma — What you study in college is not the only thing employers consider when hiring.

For some jobs, what you study DOES matter. If you want to become a Certified Public Accountant, you need to complete a certain number of accounting courses, so concentrating in accounting makes sense. Organizations that hire actuaries prefer very quantitative candidates who have passed at least one actuarial exam, so often gravitate towards actuarial science, math or statistics candidates. However, there are plenty of jobs that are much more flexible in terms of background. Want to be a reporter? It will likely be more important that you have writing experience and writing samples (including published articles) to send in with your application than a specific major. Working for the Daily Pennsylvanian or writing press releases for a public relations firm as a summer intern will likely impress a prospective employer more than if you were, say, an English major with no published articles.

What you study is just one way of building and demonstrating a skill set for a particular field, but there are many other ways of doing so. For example, if you are interested in marketing, it makes sense to take some marketing, psychology, statistics, and/or communication courses while at Penn. All of these courses can help you think about marketing from a theoretical viewpoint, and also help you develop very tangible skills that will be attractive to employers. However, there are plenty of other ways to get marketing experience outside of the classroom. Join MUSE (Marketing Undergraduate Student Establishment) at Penn. This is a great way to have the opportunity to interact with accomplished industry professionals, attend marketing related career fairs, get involved in marketing case competitons, and perhaps even become involved in a marketing consulting engagement for an organization. MUSE isn’t the only career related group on campus – Penn is fortunate to have clubs focused on retailing, real estate, finance, consulting, insurance, social entrepreneurship, and many other areas. Joining such professional clubs can help you explore and eventually break into your field of interest. In reality, you can get excellent experience in almost any club on campus, given that most clubs have marketing, financial and other leadership roles. Taking on such a role can help you develop tangible experience that employers will value.

In the end, you will need to convince a prospective employer that you have the skills and interest for succeeding in their organization, but you can demonstrate this in many ways including your choice of classes, extracurricular activities, and previous work experiences. In very few instances does it boil down to just what you studied.

Career Services provides several resources which can help you explore the ways in which different courses of study fit into various career fields.

CAS: First Jobs and Grad Schools of Graduates

Wharton: Concentrations and First Employers Link

General “What Can I Do With This Major” site

Post-graduate Career Plans Surveys (with jobs listed by students’ majors/concentrations in the back)

Of course, as you pre-register for courses in the coming weeks, do come in to speak with a career counselor if you would like to discuss the various options you are considering.

Tips for the Long Distance Job Search

By Barbara Hewitt

With spring break upon us, I’ve been thinking (a bit jealously I admit) about all the wonderful places Penn students will be travelling to during the coming week. (This week I’ve had students tell me they are headed off to Mexico, Florida, Trinidad/Tobago, and Japan among other places….Ahhhh, the life of a student!)

It is a big world out there, with plenty of places to ultimately settle down for a job. Whether you are looking to return to a place you hold dear to your heart, or seeking to put down roots in a new location, a long distance job search can definitely add a layer of difficulty to the process, which is why I thought I would focus this entry on providing some tips for just such a search.

Before you even begin sending out resumes and cover letters to far-away employers, recognize the challenges that you might face. If the location is entirely new to you, your network will likely not be well established there. Some employers will be hesitant to hire applicants unfamiliar with the area, worried that you may not stay long. If it is an organization that pays for interview travel costs, they will undoubtedly find it cheaper to bring in local candidates. If you are looking internationally, even the communications process can be difficult, as what is the middle of the day for prospective employers may be the middle of the night for you.

However, even with all the hurdles, it IS possible to land a job across the country or the world. During the initial stages of your search, it is wise to focus your search enough to make it manageable. Looking for a job “West of the Rockies” may be a bit too broad to start with, unless you are seeking opportunities in a relatively small industry. Start focused, and then you can expand your search later if necessary. Learn as much as you can about the growth industries in the area, the economy, and the demographics. For example, if you know that the area has a large Spanish speaking population, it would be helpful to highlight your Spanish language skills on your resume. If possible, plan at least one (preferably two) trips to the area. The first trip could be ideal for networking, exploring housing options, and conducting informational interviews, while the second could focus on actually scheduling interviews with employers. (Hopefully you can line up a number of them to help make the trip most effective.)

There are a variety of ways to research potential employers including checking out websites for the local Chamber of Commerce, which often provides a list of member organizations and may coordinate networking events. You might also research regional trade associations in your industry of interest, as they may sponsor conferences (great for networking!) and list available jobs on their websites. An added plus is that often student memberships are extremely affordable! You might also check to see if there are any career fairs that will be held in the area, and plan a trip to the area to coincide with it.

Read the local paper, as it can be very helpful in uncovering employers which might be hiring. That article about the advertising agency getting a brand new account or a real estate firm developing a new shopping center could inspire you to send them your resume! Newspapers will also help you when you go on your interview. It’s important to know how the local sports teams are doing and what the big issues are in the community. You never know what will come up over lunch when interviewing with prospective employers….and a familiarity with the community could be a big advantage.

Online sites such as Indeed.com or SimplyHired.com can let you search opportunities by geographic location and keyword, which can be extremely helpful. PennLink also has an option to search by zip code. The RileyGuide can help you find specific job boards for regions of the country. Specific city web sites can also be useful.

In a long distance job search, networking is critical! Check out PACNet (Penn Alumni Career Network) and regional alumni clubs to see if you might be able to schedule informational interviews with alumni in the area. Talk to other contacts you might have (friends’ parents, parents’ friends, faculty, etc.) about your interest in a particular region. You never know who might have the perfect lead for you!

In your cover letters, discuss any ties you may have to the area and the reasons you want to move there. Indicate if you plan to be in the area in the near future and suggest arranging an interview to coincide with it. It can often move the process along more quickly if the employer knows they won’t have to pay your travel costs. If you don’t plan to visit soon, suggest the possibility of an initial phone interview to discuss the position. Note that the Career Services office also has videoconferencing services available which current students can use to conduct interviews with distant employers. Skype might also be a good option to suggest for smaller employers which might not have more elaborate videoconferencing facilities easily available to them.

A long distance job can take longer and be more challenging than a local search, but it is successfully done by job seekers every day. (Want proof? California is the second most common destination state for Wharton graduates in most years.) You can land a position in a far-away place…you just need to be willing to put some extra effort into the search.

Business Careers in the Federal Government

By Barbara Hewitt

I have many conversations each week with students about how they plan to apply the business knowledge they have acquired at Penn to the working world. As you might imagine, industries like investment banking, consulting, and consumer products are frequent topics of these conversations. This is not surprising, as recruiters from these industries abound on campus and the majority of the Wharton undergraduates ultimately end up working in them.

Most business students are unaware, however, of how valuable their skills are to the federal government (the largest, and perhaps most often overlooked, employer in the United States). Almost any job available in the private sector can also be found in the public sector. In fact, there are almost 200,000 business related jobs in the federal government. (You can find information on some of the most common ones here: http://www.vpul.upenn.edu/careerservices/makeanimpact/business.pdf.) These are challenging positions where you can really affect the lives of everyday Americans. Want to help support US trade and American businesses abroad? Become a Foreign Service Economic Officer with the US Department of State. Want to help ensure that the banking system in the United States is stable? Apply for a Financial Institution Specialist position with the FDIC. Want to make sure the government gets the best deal it can on purchases? Become a Procurement Analyst. From ensuring the safety of our food, to responding to crises abroad, to administering the social security system…as a federal worker you can make a huge impact through your work.

You won’t be receiving an enormous bonus as a federal worker and the application process is likely to take longer than it would for many private sector employers. However, there are lots of benefits that come with federal employment including the opportunity for rapid advancement and promotion, the ability to move laterally between agencies, excellent benefits, challenging assignments, student loan repayment (in some cases), and knowing that you are making a contribution to our country.

Interested in finding out more? Check out Career Services’ “Make a Difference: Discover Careers in the Federal Government” page.

In addition, learn more from federal employees by attending our Business Careers in the Federal Government Panel. It will be held on Friday, February 26th, 1:30 – 2:30 pm in Ben Franklin Room, Houston Hall. This is a great opportunity to hear from individuals who are making a real difference by applying their business skills in federal roles.

Panelists include:
• Nicole Faison: Director of the Office of Public Housing Programs and Acting Director of the Financial Management Center, Dept of Housing and Urban Development (and a 2007 Call to Service Medal Recipient)
• Michael Shiely: (WUG ’08): Auditor with the United States Treasury Department, Office of Inspector General
• Representative (to be determined) from the Internal Revenue Service

We hope to see you there!