Part 2 – So what is a Mid-Life Career Review?
In Part 1, we established that the Mid-Life Career Review was something different to a standard review – so what exactly is it?
When are they deployed?
In NIACE’s pilot, which took place between 2013-2015, they cited the main reasons for people engaging with a Mid-Life Career Review as: –
- Returning to work after unemployment;
- Better understanding their opportunities to change job, move to self-employment, or negotiate more appropriate working conditions;
- Finding appropriate training to improve their employability;
- Making realistic decisions about extending working life;
- Improving their health and wellbeing.
Broadly speaking, these reviews take place with those who have been working for around 20 years and still have at least another 20 working years, so roughly between 45-60 years old. In the NIACE pilot for example, 75% of participants were aged 45-59.
What kind of areas do they cover?
As mentioned in Part 1, and also described in the NIACE pilot report, a Mid-Life Career Review is an holistic process that takes in the person’s whole life. After all, work is such a large part of life, and at the same time there is more to life than work! Reviews are designed to help people: –
- Face their inevitable life expectancy, and its implications for all areas of life including work, leisure, finance and health;
- Refine their aspirations for work and life, to consider how these might change over coming decades;
- Make informed decisions about retirement timing and phasing, as working for longer can be good for both the person and the economy;
- Review the implications of working longer, such as health and training requirements, and seeking any appropriate support;
- Review their long term financial situation and find appropriate support with financial planning, especially in saving for retirement;
- Consider and develop strategies for overcoming age discrimination in their current workplace or when seeking new employment;
- Understand their rights in relation to issues including retirement timing, flexible working, and caring responsibilities, and to develop realistic strategies for negotiating adjustments to their working patterns;
- Realistically assess options for job changes and self-employment; and
- Plan to develop the skills and knowledge to achieve the outcomes they want.
How are they delivered?
As with many things, there is no one size fits all. Generally speaking, the reviews can take place: –
- One-to-one – which means they are focused on the individual and highly personalised;
- In group sessions – which means participants get a broader depth of stimulation and advice from like-minded people;
It really is a matter of preference for the people and the business in question.
So, I’m curious today about when and how you have deployed these reviews in your organisation?
This is Part 2 in a four-part series to celebrate Learning at Work Week, 2017 – getting curious and creative about The Mid Life Career Review.
Part 1 – ‘Why bother? Isn’t it just the same as a ‘normal’ review?’
Part 3 – ‘How do Mid Life Career Reviews help employers and employees?’
Part 4 – ‘How can I engage in Mid Life Career Reviews in my organisation?’
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