Managing Transitions

1. Managing Transitions Women In APEGA Program sub-committee

2. Women In APEGA • Created in 2011, as a sanctioned APEGA committee • Chaired by Gail Powley • Operationalized through 4 sub-committees: • Programs; Communications; Metrics; and Strategic Planning • Focus on retention in support of “30 by 30” APEGA goal (30% women representation by 2030)

3. “Managing Transitions”A Resource Guide for Employees and Employers • Preventing “leakage” of skilled employees during career-family-community transitions • Women often impacted by maternity leave and managing the challenges of re-entry – impacts on career progression and disruption to organizations as they “re-onboard” • Negative experiences of off and on ramping can be mitigated by active planning by employee, leader and organization

4. Managing TransitionsA Resource Guide for Employees and Employers Benefits of proactive Transition Management policy: • Lowered impact on productivity levels through efficacious re-engagement • Enhanced Employee Value Proposition – progressive policies attract top talent • Re-integrating rather than replacing much less costly • Loss of talent is a concern for all organizations (loss of leaders in the pipeline; loss of mentors/coaches; loss of organizational knowledge)

5. Managing TransitionsA Resource Guide for Employees and Employers Key Elements of the Program • Planning checklists for employee, leader and company – before, during and after leave • Promising practices matrix – understanding where your company stands on current approaches and where improvements can be made • Resources and links for members

6. Managing TransitionsA Resource Guide for Employees and Employers - Example Section 2: Checklists for Planning, Taking and Returning from Maternity/Parental Leave Checklist for APEGA Professionals • Planning for leave - professional career perspective • One to two years prior to leave: • Complete a three year lookahead re: CPD opportunities and likely point counts CPD details at www.apega.ca/Regulatory/CPD/toc.html • If possible, bank CPD points in the year before departing on leave • In the months prior to leave: • If acting as the Responsible Member for the company, formally advise the company of the need to secure a replacement for this role, and then notify APEGA that you are relinquishing that responsibility (temporarily or for foreseeable future) providing the new contacts as appropriate • Explore possible post-leave career pathways with mentor and/or manager and/or HR department • Confirm company supports during leave, e.g. benefits continuation, support for continuing CPD • During leave: • Budget to pay APEGA dues, or take advantage of Dues Deferment Program www.apega.ca/members/duesdefermentprogram/toc.html • Plan to continue as many CPD activities as feasible (keep records to verify if audited), for example: • Reading technical journals or other informal learning • Continue volunteer activities - by teleconference or e-mail if necessary • Complete a web-based course • Attend APEGA annual conference or other APEGA professional development seminars • Note: declare Non-practising Status only if leave is expected to extend for significantly more than one year with few CPD opportunities. Restoring Practising Status requires assessment by Practice Review Board; it is often easier to maintain competence through CPD activities

7. Managing Transitions Next Steps: • Migration to APEGA website • Encourage member use and feedback Questions/comments: Jessica Vandenberghe