The Department of Development Studies at Great Zimbabwe University has been a key affiliate to the DPN particularly in the DPN Tertiary Debate programme, the university managed to send in the Development Studies Debate Team for the debate session which was part of the Development Practitioner Convention 2017. Thus, when they invited us to make a presentation at their institute we were glad to accept the opportunity to have a contact with our aspiring Development Practitioners still studying Development Studies at the institute.
On the 27th of October, DPN team took the road to the Great Zimbabwe University Mashava Campus, Masvingo. The session was scheduled on a 2-hour slot that was to be conducted with the DPN staff, characterised with a participatory DPN presentation, giving the information about Development Practitioners Network, the membership, training as well as the proposal of the DPN Club. The target audience of the presentation was the Development Studies students at the tertiary institute, with the focus aimed at launching the DPN presence at the tertiary institute which was to try to make foundation layout for the long-awaited launch of the DPN Club for tertiary institutes.
There was an interactive session before the presentation that was conducted by the NC. She duly tackled basic CV writing skills, interview tips and basic Development Practitioner etiquette which was soundly received with the positive and good participation of the students giving their feedback and experiences. The Training Officer took the stage and effortlessly presented on the DPN training packages and programmes for tertiary students like Work Preparedness and Youth Life Skills. He further hammered on the importance of networks and the benefits of becoming a DPN member. The session ended with the distribution of DPN registration forms to the students who wanted to become members of the DPN which were widely received by the students with a majority able to submit their application after the presentation and some submitting the online applications.
Inclusively, it was a pleasure to attend to the invitation, it was worthwhile. The staff managed to tackle every question that was thrown in their way by the inquisitive students and gave the advice needed, seamlessly. As an organisation, we believe the networking was crucial to our drive to appeal to all Development stakeholders in all aspects. We would like to give the special thank you to the Department of Development Studies at Great Zimbabwe University, staff and the students that took part in the visit to come to a success, we are proud to be a part of you as Development Practitioners Network. Thank you!
In the first week or work, one will be exposed to the new environment and a new set of Dos and Don’ts- the Code of Conduct. The purpose of Code of Conduct is to provide a clear framework within which employees are expected to comply with in terms of professional behaviour in an organisation. The management team communicates policies and guidelines to all staff and provide necessary training to ensure the Code is understood. The Code could be delivered through induction trainings, one on one trainings, online training courses, company intranet, employee handbook and noticeboards. Such Codes usually comprise the following most common principles:
The Accepted Manner in Which a Professional Should Act:
Loyalty, Prudence, and Care
Employees have a duty of loyalty to their clients and must act with reasonable care and exercise prudent judgment. They must act for the benefit of their clients and place their clients’ interests before the employer’s or their own interests.
Employees must not knowingly make any misrepresentations relating to investment analysis, recommendations, actions, or other professional activities
Employees must not engage in any professional conduct involving fraud, deceit or commit any act that reflects adversely on their professional reputation, integrity or competence
An employee should be truthful.
An employee should not make unauthorized commitments or promises of any kind purporting to bind the organisation.
An employee should not use office for private gain.
An employee should act impartially and not give preferential treatment.
An employee should use official time in an honest effort to perform official duties.
An employee should not engage in outside employment or any other outside activity that conflicts with their official duties.
An employee should not undermine the confidence of other employees
As a driven professional, you are encouraged to further explore other principles to aid in your professional profile within your workplace. All the best!
After a successful interview, you have stepped into the organization. You are now looking at a number of issues such as remuneration and working environment. Along the way, career progression grows as one of your professional needs; self- actualization in Abraham Maslow’s words. Here we take a closer look at how one can apply for a higher office or move to another department within an organisation using an Expression of Interest (EOI). An EOI is a document that communicates the writer’s interest in a job opening to the prospective employer.
Hiring managers may consider an Expression of Interest (EOI) for internal recruitment especially when:
short term vacancy to fill arises as a result of a leave of absence
a gap between resignation and full employment presents itself or,
a new high level position or a department is of interest to you.
An EOI can be used as an internal screening method as managers are already acquainted with the employees in terms of personality, abilities and expertise. For some, this method acts as an assurance to staff of an open, fair and equitable recruitment process that also maintains staff morale, aids in capacity building and identification of opportunities for succession planning in the work area. Prospective candidates should therefore be aware of how important this method is to managers to allow them to come up with more than convincing pieces of writing. An EOI can be advertised within an organization or a particular cohort or area and/or externally if it is anticipated that the suitable applicant pool may be limited internally. Below is a basic layout including information to expect from a call for Expression of Interest:
Expression of Interest
– (Position Title, Department/Division)
Introductory Paragraph: may cover information about the previous incumbent, where they are taking up a new position and when their resignation is effective from.
Expressions of Interest for the position of (position title) are being invited from (who they are being invited from). This part may also include a note highlighting special criteria to be used.
This position is expected to commence (immediately, date), for a period of (…) weeks/months, and is available to staff on any branch or specific branch (branch name).
(Paragraph providing a brief overview of the role) A detailed position description is located at (location). Salary is commensurate with Level (…)
Please contact (contact name and detail), should you wish to discuss the (role title) role or the submission of an Expression of Interest.
Calls for Expression of Interest for an internal job may differ from one organization to the other but this is a fair share of information required on all EOI applications. Remember, a well-written Expression of Interest will mostly include information stating why the applicant is a good choice for the position. Good luck on the new trade!
Two weeks ago, we talked about knowing the types of interviews as a way of gaining self -assurance and preparing for the unknown. In this issue, we move on to exploring the key steps in excelling in the actual interview. Until that day, only your resume represents you. It helped you land an opportunity thus when the day comes; the outcome of the session is entirely on you. The following steps are critical if you are to excel in a job interview:
1.Conduct in-depth-research about the organisation and the interview
Check their activities, projects and line of services. This will help you align your skills and abilities with the work environment and industry at hand. Make sure you get the correct address, reliable directions to the interview venue and the accurate scheduled time for your interview. Most of this information is usually available on organizational websites and social media pages.
2. Assess yourself.
Prepare a possible list of questions that you may expect, (you can download sample o interview questions online). Come up with articulate responses and practice until you are fluent. Allow a friend to criticize your responses and check your level of confidence by rehearsing with them until you are certain.
3. Good first impression.
Arrive early. Walk through the office door 5-10 minutes before your interview. If you have a mobile phone, make sure it is on airplane mode or switched off. This will give you enough time to calm your nerves and familiarize with the environment. Be presentable and dress for the occasion. (Dress code could be determined by your field of your expertise therefore conduct thorough research).
4. Non-Verbal communication.
Maintain eye contact. Be attentive and look motivated. Always look at and address the person who poses a question. Answer in the first person as much as possible
5. Ask insightful questions
Most employers make a judgment about an applicant’s interest based on their confidence to pose question and desire to know more about the job and the organisation. Even if the hiring manager was thorough in his or her discussions about the job opening and what is expected, it is advisable you ask a few questions. This goes a step further in labelling you as a proactive individual.
We hope this information is highly helpful to you as a progressing development practitioner. Wishing you all the best in your career endeavors!
DPN advocates for youth development as we are mindful that young people present an untapped information source for ideas, input and innovations essential in tackling challenges in the development sector and society at large. In this light, the organisation works collaboratively with schools, tertiary institutions and youth centers to ensure inclusive engagement of all young people across Zimbabwe.
Last week, we were amongst the 18 organisations which took part at the Watershed College Career Fair set to provide the relevant knowledge, tools, resources and guidance for O’ and A’ Level students in making sound career decisions. These included Education USA, Global Education, Zimbabwe Open University, Pitman Training Group, PROfeeds and MARS among other training institutions, entrepreneurs and academic institutions. A total of 534 students from Mashonaland East schools namely Watershed College, Nyameni High School, Marondera High School, Eagle Secondary School and Rusununguko High School had an enlightening experience through interaction with DPN and other exhibitors.
We had the opportunity to converse with a team of inquisitive young adults who were determined to create career paths at an early stage and develop them accordingly. The organisation showcased its 3 training packages tailored for high school students specifically Leadership Training Course, Sexual Reproductive Health Course and the Catch Them Young Career Development Course which proved to be most appealing to students.
Head of Department of Career from Watershed College Mrs Patresi, described this initiative as a viable step in shaping the lives of young people and molding them into productive members of society. DPN echoes these sentiments as the platform offered opportunities to form partnerships with like – minded organisations; aiding in the increased support for young people in complementing their abilities.