Difference between revisions of "Federal Youth Network/Career Boot Camp/Career Boot Camp 2023"
Jump to navigation
Jump to search
Hayleyellis (talk | contribs) |
Hayleyellis (talk | contribs) |
||
| Line 166: | Line 166: | ||
| | | | ||
====== <div id="WelcometoCareerBootCamp2023">Welcome to Career Boot Camp 2023</div> ====== | ====== <div id="WelcometoCareerBootCamp2023">Welcome to Career Boot Camp 2023</div> ====== | ||
| − | Description: In-person, remote, or hybrid, you can build the GC career of your dreams if you intentionally take advantage of all that is available to you. Hear from leaders and employees like you who want you to succeed and bring your authentic self to work every day. | + | '''Description:''' In-person, remote, or hybrid, you can build the GC career of your dreams if you intentionally take advantage of all that is available to you. Hear from leaders and employees like you who want you to succeed and bring your authentic self to work every day. |
| − | + | '''Objectives:''' | |
| − | Objectives: | ||
* What learning opportunities are available to you at CBC and beyond (ecosystem) | * What learning opportunities are available to you at CBC and beyond (ecosystem) | ||
| Line 180: | Line 179: | ||
====== <div id="StaffingThroughSocialMedia">Staffing Through Social Media</div> ====== | ====== <div id="StaffingThroughSocialMedia">Staffing Through Social Media</div> ====== | ||
| + | '''Description:''' Since last year’s CBC, the number of Facebook groups for public servants has increased as well as the membership and the number of opportunities being filled using this tool. We are seeing lots of creative resumes on social media and we are seeing mentors and sponsors sharing resumes of potential candidates. How can you be that candidate? How and where can you sell yourself to improve your chances of getting your next gig? | ||
| − | + | ||
| + | '''Objectives:''' | ||
| + | |||
| + | * List where to look for jobs other than official channels | ||
| + | * Explain the importance of promoting yourself and having a good reputation | ||
| + | * Generate ideas of who can help them in their search for a change in career | ||
| | | | ||
* Kristina Sorensen | * Kristina Sorensen | ||
| Line 188: | Line 193: | ||
====== <div id="WhenDoYouNeedaSelectionProcess?">When Do You Need a Selection Process?</div> ====== | ====== <div id="WhenDoYouNeedaSelectionProcess?">When Do You Need a Selection Process?</div> ====== | ||
| + | '''Description:''' More information to come. | ||
| − | More information to come. | + | |
| + | '''Objectives:''' More information to come. | ||
| | | | ||
* Marissa Fortune | * Marissa Fortune | ||
| Line 196: | Line 203: | ||
| | | | ||
====== <div id="Employee-DrivenCareerDevelopment">Employee-Driven Career Development</div> ====== | ====== <div id="Employee-DrivenCareerDevelopment">Employee-Driven Career Development</div> ====== | ||
| − | + | '''Description:''' Are you waiting for your supervisor to identify your potential and make recommendations on how you can move forward in your career? Stop waiting! Managers have many responsibilities and they may not be fully equipped to support your career development. Empower yourself with the tools at your disposal to build the career of your dreams your way. | |
| + | |||
| + | |||
| + | '''Objectives:''' | ||
| + | |||
| + | * Search for job opportunities in a variety of locations | ||
| + | * List staffing actions that support career mobility | ||
| + | * Identify which staffing actions are contingent on operational needs | ||
| + | * Prepare for conversations with their manager regarding their individual career aspirations | ||
| | | | ||
* Roy Nader | * Roy Nader | ||
| Line 202: | Line 217: | ||
| | | | ||
====== <div id="Creatingthe“Perfect”Post">Creating the “Perfect” Post</div> ====== | ====== <div id="Creatingthe“Perfect”Post">Creating the “Perfect” Post</div> ====== | ||
| − | + | '''Description:''' What are the elements of the perfect post? Firstly, values and ethics. Then think about value-add for your audience and authenticity. Lastly, concise and visually appealing. | |
| + | |||
| + | |||
| + | '''Objectives:''' | ||
| + | |||
| + | * Review their posts using the lens of public service values and ethics prior to posting | ||
| + | * Assess the value that their post has and determine which platform to post it on | ||
| + | * Format the post so your target audience will be drawn to reading it | ||
| | | | ||
* Dr. Andrew Abela | * Dr. Andrew Abela | ||
| Line 209: | Line 231: | ||
| | | | ||
====== <div id="NetworkingforIntroverts">Networking for Introverts</div> ====== | ====== <div id="NetworkingforIntroverts">Networking for Introverts</div> ====== | ||
| − | + | '''Description:''' While on the surface, it may seem that extroverts have an advantage when it comes to networking but, often, introverts have a more strategic approach to networking. Join us for a conversation on how to break the ice and have a meaningful conversation with colleagues virtually or in-person in a way that feels authentic to you. | |
| + | |||
| + | |||
| + | '''Objectives:''' | ||
| + | |||
| + | * Identify if they are more introverted or extroverted in social settings | ||
| + | * Set goals for network growth | ||
| + | * Share strategies starting meaningful conversations | ||
| | | | ||
* Darlene Mulcahey | * Darlene Mulcahey | ||
| Line 215: | Line 244: | ||
| | | | ||
======<div id="NetworkingToStandOut">Networking To Stand Out</div>====== | ======<div id="NetworkingToStandOut">Networking To Stand Out</div>====== | ||
| − | + | Description: | |
| + | |||
| + | |||
| + | Objectives: | ||
| | | | ||
* Nha Luu | * Nha Luu | ||
| Line 222: | Line 254: | ||
| | | | ||
======<div id="RegionalCareerDevelopmentinaHybridWorld">Regional Career Development in a Hybrid World</div>====== | ======<div id="RegionalCareerDevelopmentinaHybridWorld">Regional Career Development in a Hybrid World</div>====== | ||
| − | + | Description: | |
| + | |||
| + | |||
| + | Objectives: | ||
| | | | ||
* Jasmine Garcia Larouche | * Jasmine Garcia Larouche | ||
| Line 229: | Line 264: | ||
| | | | ||
======<div id="MakingRoomontheSideofYourDesk">Making Room on the Side of Your Desk</div>====== | ======<div id="MakingRoomontheSideofYourDesk">Making Room on the Side of Your Desk</div>====== | ||
| − | + | Description: | |
| + | |||
| + | |||
| + | Objectives: | ||
| | | | ||
* More information to come | * More information to come | ||
| Line 235: | Line 273: | ||
| | | | ||
======<div id="TakeMeWithYou">Take Me With You</div>====== | ======<div id="TakeMeWithYou">Take Me With You</div>====== | ||
| − | + | Description: | |
| + | |||
| + | |||
| + | Objectives: | ||
| | | | ||
* More information to come | * More information to come | ||
| Line 241: | Line 282: | ||
| | | | ||
====== <div id="LateralMovesfortheWin">Lateral Moves for the Win</div> ====== | ====== <div id="LateralMovesfortheWin">Lateral Moves for the Win</div> ====== | ||
| − | + | Description: | |
| + | |||
| + | |||
| + | Objectives: | ||
| | | | ||
* Lowa Lumbala | * Lowa Lumbala | ||
| Line 248: | Line 292: | ||
| | | | ||
====== <div id="LeadershipStylesThatBuildSuccess">Leadership Styles That Build Success</div> ====== | ====== <div id="LeadershipStylesThatBuildSuccess">Leadership Styles That Build Success</div> ====== | ||
| − | + | Description: | |
| + | |||
| + | |||
| + | Objectives: | ||
| | | | ||
* Lucy Ellis | * Lucy Ellis | ||
| Line 255: | Line 302: | ||
| | | | ||
====== <div id="ComeWithSolutions">Come With Solutions</div> ====== | ====== <div id="ComeWithSolutions">Come With Solutions</div> ====== | ||
| − | + | Description: | |
| + | |||
| + | |||
| + | Objectives: | ||
| | | | ||
* Asad Malek | * Asad Malek | ||
| Line 261: | Line 311: | ||
| | | | ||
====== <div id="FindingBalance">Finding Balance</div> ====== | ====== <div id="FindingBalance">Finding Balance</div> ====== | ||
| − | + | Description: | |
| + | |||
| + | |||
| + | Objectives: | ||
| | | | ||
* Sudipta Roy-Choudhury | * Sudipta Roy-Choudhury | ||
| Line 267: | Line 320: | ||
| | | | ||
======<div id="ManagingYourRelationshipsWithYourManager">Managing Your Relationships With Your Manager</div>====== | ======<div id="ManagingYourRelationshipsWithYourManager">Managing Your Relationships With Your Manager</div>====== | ||
| − | + | Description: | |
| + | |||
| + | |||
| + | Objectives: | ||
| | | | ||
* Chris Scipio | * Chris Scipio | ||
| Line 274: | Line 330: | ||
| | | | ||
======<div id="PowerPanelAMA">Power Panel AMA</div>====== | ======<div id="PowerPanelAMA">Power Panel AMA</div>====== | ||
| − | + | Description: | |
| + | |||
| + | |||
| + | Objectives: | ||
| | | | ||
* More information to come | * More information to come | ||
| Line 281: | Line 340: | ||
====== Networking ====== | ====== Networking ====== | ||
| − | + | Description: Visit the VExpo and join us to network with your colleagues. | |
| − | Visit the VExpo and join us to network with your colleagues. | ||
| | | | ||
|} | |} | ||
Revision as of 12:03, 25 November 2022
.png)
