Transition Services Program

"Multiple factors drive a job search, including a person’s ability to network, prepare a résumé, and succeed in an interview.  When working directly with a coach the odds of obtaining employment are higher for those job seekers.”  (Harvard Business Review, 2021)

What is this program?

University of California, Berkeley programs and educational offerings are supported by a uniquely talented and dedicated staff. Valuing and retaining that staff is critical to the success of the university. Over the recent past, our work environment has been impacted by major organizational changes, fiscal and operational restructuring, and the enormous re-visioning questions created by the pandemic.

Transition Services, is an award-winning program provided by Berkeley People & Culture that supports staff career transition. Professional development includes learning how to change jobs successfully and how to create an active career path. Whether an individual decision, or an unexpected layoff, managing this change can create opportunity. Our working partners include Talent & Acquisition Advisors and the new learning available in People & Organization Development, Grow Your Career and Technology and Training workshops.

Winding road into a sunrise

Jump ahead to the stage you are in your transition:

Globe icon  The World of Work 

What is career development?

Career development is the lifelong process of learning, finding purpose in your work and advancing along your career path. On average, a 50 year career journey may include more than 12 different jobs and 5-7 career changes.

Two people climbing a staircase.

Growth and success in a career can look quite different depending on your field. Four common descriptors are: 

  1. Traditional - a linear track that assumes long tenure and upward movement in an organization
  2. Expert - becoming recognized as the best in your field
  3. Roamer  someone who thrives with new opportunities and changes jobs often
  4. Spiral - a path that incorporates lateral or related moves that broaden or deepen one's experience

In this video “Advice to the Class of 2020,” Robert Reich gives a presentation about career development and discusses these career paths, especially how the Spiral path is becoming more common. 

Number One Career Management Phase 1: Getting Ready  

Where Are You Now?

Any career transition should start with a review of your skills and interests. Excellent resources are available here at UC Berkeley through individual career counseling, assessment tools, and career development workshops.

What to do next: 

Salary Information

  • Salary.com: Compare salaries by national or local job markets. 

  • UCOP Title Code Web Inquiry System: Contains salary ranges for all UC campuses. The salary range can be found using the four-digit code on job postings after the job title. (EX: Sourcing Advisor, Berkeley Executive Search (7748U), People & Culture - #47101)

Job Postings

  • Job Search: Develop a proactive plan, build your network, and gain insights through research and informational interviewing. 
  • LinkedIn Learning: Sign up with your UC Berkeley email to access the training library. 
  • CALTalent: UCBerkely’s Recruiter and Hiring Manager’s source for finding internal talent. Be findable! Post your skills and expertise here.
  • Retired and interested in returning to work at UC Berkeley? Post your skills and expertise at CALTalent

Start here if you have been impacted by Layoff:

A confident student.

Be a lifelong learner!

Job market shifts are often unpredictable. Stay on top of the changes in your field by being an active learner. What is new in your field? What new technical tool or certification would add value to your qualifications?

Number Two Career Management Phase 2: Career Choice Tools, New Learning, and Resources

Consider refreshing your skills. Take a look at what skills are most in demand:

Skills projected to be in demand for the next 10 years: 

The most needed skills and experiences needed at UC Berkeley:
  • Critical thinking 
  • Creativity
  • Flexibility
  • Empathy/Service Orientation
  • Leadership
  • Collaboration
  • Data Literacy
  • Time Management
  • Curiosity/Continuous Learning
  • Digital Literacy

  • Customer Service

  • Data Analytics

  • Data Management

  • Project Management

  • Managers and Supervisors

  • Communications: Social Media/Web Development

  • Administration/Operations

  • Finance Professionals

  • Development/Fundraisers

Defining competencies can be the first step in creating growth and motivation in your work.

Review these resources for how to best assess and showcase your sills:

Build Your Job Search Collateral

Anything in writing that represents you in your job search, such as your resume, cover letter, or online profile, should clearly identify and succinctly communicate what makes you a standout match for the jobs you are interested in pursuing.

Here are some tips for how to make your writing stand out:

  • Resume: Develop a professional resume based on current workplace best practices. 

  • JobSCAN: Upload your resume and cover letter to optimize keyword and technical skill match.
  • LinkedIn Profile: Use conversational and professional writing. Develop your information with up to 50 descriptors of your career field, experience, and expertise. 

Number Three Career Management Phase 3: Job Search

Job Search Strategy

Create strategies, discover opportunities, and develop targets. 

  • Create a journal or spreadsheet to document your application submission dates and to note outcomes.

  • Always keep copies of job postings and applications. 

  • Stay in touch with contacts made in your search to build your network including recruiters and interviewers.

Suggestions for job search support:

LinkedIn Logo LinkedIn Learning

Take advantage of this online training resource available to UC Berkeley staff by logging in with your Berkeley email address. Suggested titles to explore:  

Start your online search with Google. To find job postings that match what you have to offer, search by your primary skill set, professional area, or values rather than a job title. For example, rather than Senior Administrator or Executive Assistant, try searching for “customer service,” “project management” or “innovative.'
Tip from a UCB Sr. Recruiter
Informational Interviewing workshop logo

Getting Ready to Interview

Interviewing is a skill made up of many parts: listening, conversation, and presentation. Practicing helps better your chance for a relaxed, professional conversation. Career coaches, peers, and friends can all be resources for one-to-one rehearsal.  

Tips for acing the interview:

Is it a match?

If you are selected for an interview, consider that you are likely chosen out of many applicants, and you have met the primary qualifications. The purpose of the interview, for both parties, is to further explore match, expectations, and work culture.

Number Four  Career Management Phase 4: Job Offers

How to decide where to land

What if you don’t get a job offer?

Reflect on the job match, review the interview, and follow up. The interview is a networking opportunity. You can build a positive relationship with the employer by following up. Always thank your interviewers for letting you know their decision and for their time and consideration, express your disappointment, and express your continued interest in the organization, or if internal, the department. 

Gentleman stands to shake a woman's hand.

Strategies for Successful Negotiation

This step is an opportunity to discuss the structure of your job and pay for the new position. In almost every case, employers expect the candidate to negotiate. While they may not be able to accommodate every request, it is important to ask. Possible areas to discuss in this conversation include salary, schedule, hybrid/remote/onsite work venues, start date, training, and professional development. If an organization has fixed benefits, like vacation or sick leave, these are not normally negotiable. 

Where to start when researching salaries in your field: 

  • UCOP Title Code Inquiry
  • Glassdoor: Provides insider salary information for specific companies, as well as useful budgeting tools to help you estimate your living expenses and salary needs.

  • Salary.com: Salary information with search by over 60 career categories and by location. Also provides information about compensation, salary/benefits negotiation, and an advice column.

  • PayScale.com: An industry leader often cited in the news thanks to it’s access to industry data. Applicants can do salary research, find resources, and get career news and advice.

Thumbs up iconAccepting a Job Offer

Job offer protocols may vary depending on the organization and type of job. An initial job offer may be verbal or written and include details such as salary, benefits, job title, start date, etc. There will also be a timeline for your confirmation of accepting the position. Final negotiations are usually completed at this time. 



Thumbs down iconRejecting a Job Offer

Handled gracefully, this is an opportunity to maintain the relationship with the employer and the recruiter. 



Giving Notice to an Employer

Create a transition plan, tell your manager in person, and follow up with a written resignation. Be gracious and professional. It's considerate to offer to help with the transition.

Some things to consider:

  • Notify your employer as soon as possible after you have made the decision. 
  • Tell your manager/supervisor in person.
  • Write a letter with your last day noted.
  • Let your co-workers know you are leaving.
  • Offer to help with transitioning your responsibilities.
  • Stay positive.

Four coworkers in colorful shirts that each spell out T E A MSucceeding in A New Position

The first 90 days of your new job can set a tone for how successful you will be. Grow your new professional network and gain an understanding of the culture. 

Eligibility for Services

We offer services to employees at all professional levels whose jobs have been impacted by reduction-in-force or organizational restructuring. This can include career or long-term contract employees, medical separations or other special circumstances.

Questions?

If you have questions regarding our services, please feel free to contact us:
People & Culture 
University of California, Berkeley
Phone: (510) 542-0307
transitions2@berkeley.edu