Rouages: “Every employee should be able to change jobs if they wish”
Virginie Fattore is a career advisor in the HR Department’s recruitment, training, and support division. Every year, she assists UM staff members with their career transitions, career changes, job mobility, and training needs. She discusses this role in the video series “Rouages, ” produced by the University of Montpellier.
“I originally trained as an occupational psychologist, so becoming a career counselor made sense—it’s an environment and a role that I enjoy,” says Virginie Fattore. With her warm smile and her dynamic yet unassuming demeanor, it’s easy to imagine confiding in her during the transitional moments we all experience throughout our careers.
“ “Today, our work environment and our roles are constantly evolving,” continues Virginie Fattore. “It is therefore important that every employee be able to change roles if they wish.” Important, but not so simple—in fact, professional guidance is often essential to help employees learn how to showcase their career path and skills. And Virginie and her colleague Chantal Bouschon provide this support every day by offering unique, personalized guidance.
Supporting internal and external mobility
In order to better address changes in the various regulations governing mobility and career paths, the University of Montpellier—which was itself undergoing a merger process—decided in 2015 to create two positions for career advisors within the Recruitment, Training, and Support Department of the Human Resources Division. The goal: to offer a new service to staff members wishing to transition to new roles either within or outside the university, while also supporting internal mobility and training initiatives for employees who, while remaining at UM, wish to change departments or roles.
“We work with a very wide range of situations,” adds Virginie Fattore. “This year, for example, we supported an administrative staff member who wanted to transition into a career as a paramedic—a field in which he is currently training—but we also helped a language teacher who wanted to shift her focus to teaching French at a secondary school. ” These services are complementary, since a career change or reorientation generally requires the development of a training plan.
Individualized and personalized support
For employees, a simple email to the Recruitment, Training, and Support Department will trigger an initial consultation, based on which career counselors can tailor their response.“If these questions concern specific aspects of their situation, such as the administrative procedures for transfers or professional training leave, we will provide them with the necessary information or refer them to the appropriate department.”
If, on the other hand, the employee wishes to undertake an in-depth exploration of their career path, the counselor will offer personalized, one-on-one support, beginning with a career assessment.“A career assessment involves analyzing and evaluating a person’s professional and personal skills, as well as their aptitudes and motivations. It should lead to the development of a realistic career plan,” emphasizes Virginie Fattore. Each year, approximately fifty employees are supported by the Career Support and Monitoring Office.
Active listening and discretion
While the role of career counselor naturally requires a thorough understanding of how universities operate and the various categories of civil service employment, it is also—and above all—the counselor’s interpersonal skills that will be emphasized. Empathy, open-mindedness, and active listening are essential, as are analytical skills, since each situation calls for a tailored and appropriate response. Finally,“discretion is essential. All discussions remain confidential,” emphasizes Virginie Fattore. “It is important for staff to know that nothing they tell us will leave the office—unless, of course, they ask us to share it.”Appointments outside of working hours can also be arranged for staff who do not wish to inform their supervisors of their plans.