Managing careers PDP

Order Description
PDP (Personal Development Portfolio)
? Identify at least 3 work-related competencies or skills that you have developed since the
beginning of the semester.
? Analyse and evaluate how you have developed these competencies using the STARE
technique (Situation, Task, Action, Result, Evaluation). For each competency you should
write at least 150 words.
? You can include evidence from things you have done within the programme, a module or
extra-curricular activities but it must have taken place during your time while a student.
? You should not just resubmit something that you have produced for another module.
? The PDP should be saved as a Word document and is not required to be anonymous.
? Submit your evidence to the TURNITIN dropbox on Moodle by 14:00 on 9/12/2016.
? In addition, identify and describe networks or mentors that you are connected to or want
to connect to. Provide evidence to show how you have engaged with them (and any
outcomes of this engagement) or how you plan to engage with them. (150 words
minimum.)

Example PDP entry using the STARE technique
Situation: What happened? When?
Task: What was your role?
Action: What did you do?
Result: What was the outcome?
Evaluation: What did you learn from the experience?
Sample question: Describe a time when you managed conflict in a group?
Relevant competency: Conflict resolution
Sample answer:
S: Last year I was the captain of my University’s football team. The year started off very well
and we were all looking forward to the weekly training. But within a few weeks, it was
obvious that a conflict arose between two of my team-mates, whose hostile attitude against
each other had an impact on the team’s morale and motivation. T: As the captain, I decided
to take action [A:] by arranging individual meetings with both of them in order to discuss their
issues. After the meetings it became clear to me that the conflict arose due to a
misunderstanding. I therefore proposed a meeting between the three of us, with me as a
mediator. I started that meeting by explaining the reasons why I thought their conflict was
based on a misunderstanding and invited them to share their views. I ensured that everyone
had enough time to speak and be heard. R: The outcome was that they both realised that
their conflict was due to a misunderstanding which they agreed to leave behind. E: What the
experience taught me is that people who are angry just need the time and space to be
heard.