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CPM, CM & CHSA CANDIDATES - THE JOURNEY TO A PROFESSIONAL INTERVIEW. P D Rwelamila, Pr.CPM. You are a CANDIDATE. W i t h i n a Candidature, you are e x p e c t ed t o be :
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CPM, CM & CHSA CANDIDATES- THE JOURNEY TO A PROFESSIONAL INTERVIEW P D Rwelamila, Pr.CPM
You are a CANDIDATE • Within aCandidature,you are expectedto be: • In control of theagenda,takeresponsibilityforyour development – no ‘quickfixes’fromthementor • Committed,forexampleto attendingplannedsessions, taking the actionsplanned with thementor • Preparedto be challenged when thementor feels that it is necessary • Professional intherelationship with thementor – e.g.,beingpunctual, respecting agreedground rules,andtalking openlyand honestlywith thementor
Your Journey as a Candidate to the Professional Interview • Where are you? • You should be apple to apply knowledge, skills, tools and techniquesin a project environment.
Your Journey as a Candidate to the Professional Interview – Why? (1) • Why Candidature? • Purpose of the Candidature is to help ensure the development of the CANDIDATE from a graduate to a fully qualified professional who is technically and professionally capable of assuming responsibility for the practice as a professional as defined in the Project and Construction Management Professions Act No. 48 of 2000.
Your Journey as a Candidate to the Professional Interview – Why? (2) • To learn from the Professional Mentor? • The PM is responsible to the SACPCMP for ensuring that the CANDIDATE is engaged in work having suitable and sufficient professional content, and that the experience is acceptable professional experience which would warrant a decision by the SACPCMP to recommend the CANDIDATE to Council for admission as a professional through the professional interview.
Why Candidature? (1) • The Candidature – through 4 Phases: • Phase 0: Focus on growth • Phase 1: Building rapport • Phase 2: Setting direction • Phase 3: The Candidature proper • Phase 4: Moving on
Understanding the Candidature Process ( Conception, Planning & the Log Book)(1) • Phase 0: Focus on Growth • What are my personal capabilities? • What are my career aspirations? • How do they align with the Organisation objectives? • What are the possibilities within the Org.? • What type of a PMentor do I need? (What I am going to look for when I meet the PMentor)
Understanding the Candidature Process ( Conception, Planning & the Log Book)(2) • Phase 1: Building Rapport • Knowing each other – My career history; interest outside work; like & dislike in the Org.; values; and life goals,etc. • Examining long term objectives - My personal capabilities; career aspirations; possibilities within the local authority • Issues of trust – talk about the need for ‘honesty’; trust to maintain the confidentiality of the mentoring relationship
Understanding the Candidature Process ( Conception, Planning & the Log Book)(3) • Phase 2: Setting Direction (Contract phase) • Goals - Your goals for the relationship? PMentoring vision from both sides? • Scope – What areas do not require attention? Any limits to the scope of your discussions? • Trust– How will you deal with confidentiality? Do you all agree that openness & trust are essential? • Fit - When & how to check that mentoring relationship is ‘right’ ? The need to agree to take responsibility to discuss the decision mutually. • Meeting logistics – When, where & how long will we meet? How often? Communication medium? Will there be written notes?, etc.
Understanding the Candidature Process ( Conception, Planning & the Log Book)(4) • Phase 3: Progression (1) • Understanding what will be done – Owning the Log Book content • Guidelines on hours worked – : Minimum of 1600 hours & Maximum of 3000 hours in a 3 Year Period/ OR a Minimum of 3000 hours & Maximum of 5000 hours in a 4 – 5 Year Period.
Understanding the Candidature Process ( Conception, Planning & the Log Book)(5) • Phase 3: Progression (1) • Development of professional traits (Section 2.3) • Typical challenges during Candidature (Section 3) • Professional development during the Candidature (Section 4)
Understanding the Candidature Process ( Conception, Planning & the Log Book)(6) • Phase 3: Progression (1) • Writing Project Reports • Active or passive? & What are the don’ts? • Learning from practice
Understanding the Candidature Process ( Post Progression)(1) • Phase 4: Moving On (1) • When will this happen? - depending on selected duration • The need to take time to discuss the following: (i) What results have been delivered, including any unexpected outcomes? (ii) What has not been delivered and why not? (iii) What are your future development needs? (iv) Are there needs that may be met through CPD/formal training/ by other mentors?