Careers At Rice Q&A
At Rice, we have the opportunity to advance a mission of pathbreaking research, unsurpassed teaching and contributing to the betterment of our world. Staff play an integral role in achieving Rice’s mission and its Vision for the Second Century, Second Decade (V2C2). Rice needs the very best staff in support of its faculty, students and programs. Through Careers at Rice, Rice is committed to investing in our staff by sharing more information about the value of working at Rice, providing opportunities for staff development, and helping our staff see that they can have a meaningful and important career at Rice.
We have developed the Q&A list below to provide some background and information about Careers at Rice to help answer some questions you may have. The questions are grouped in the following categories: Careers at Rice; Clear Career Progression; The Value of Working at Rice; and Developing World Class Staff. We hope you will find these helpful. You can also reach out to your supervisor for additional answers and clarifications.
If you have additional questions, please feel free to submit them to email@example.com
As a Rice employee, in a budget position, you do not need to create an account to apply for any Rice jobs since you can use your NedID credentials. To apply, go to the RICEWorks Applicant Portal (https://jobs.rice.edu). For instructions on how to access the applicant portal as a Rice employee, click here.
Careers At Rice
The RICE MILE came about several years ago at a meeting of Rice’s Deans, Vice Provosts and Vice Presidents, where they discussed how important effective and highly capable staff are to Rice’s ability to achieve our ambitious goals and mission. They discussed the key attributes they looked for in their current staff and candidates for Rice positions that would make a difference for Rice and best support Rice’s faculty and students.
The key attributes discussed included the Rice values of responsibility, integrity, community, and excellence, and also: mission driven approach, impact, leadership, and entrepreneurial efforts.
Descriptions of each attribute were added so that supervisors and staff may use the RICE MILE in a variety of ways related to hiring, providing feedback, developing, and recognizing and rewarding staff.
Clear Career Progression
- Better describing the jobs we now have at Rice and the jobs that we need going forward.
- More clearly identifying and describing the career paths that may be available at Rice, and the qualifications necessary to qualify for Rice jobs.
A job classification is a group of jobs that share a common set of essential functions (job responsibilities) and job requirements (education, experience, skills, etc.). Every staff job is assigned to a job classification.
- A better defined and organized job structure shows the types of jobs at the university, defines the essential job functions and minimum education, experience and skill requirements for each job, and highlights career progressions possibilities which helps staff and their supervisors to create professional and career development plans.
- Jobs are defined more consistently across campus.
- It enables responsiveness to changes in the competitive market and university needs, including the creation of new job groups.
The Value of Working at Rice
Developing World Class Staff
While the terms may sound alike, there are distinct differences among them in terms of their meaning, horizon of focus, objective (intention) and benefit.
- Training means an employee develops skills, competencies or specific knowledge for a job or particular task. Its short-term focus is on the present (meeting today’s needs). It’s intended to improve work performance and support acquisition of new skills. The benefits of training include increased performance and efficiency, and decreased errors.
- Professional Development means an employee undergoes an educational or growth process, which includes a full range of learning activities, in order to acquire and apply more in-depth and theoretical knowledge and experience to the job. Its long term focus is on the future (leading to tomorrow’s results), and growing an employee’s capacity in order to realize organizational goals. It’s intended to prepare an employee for future challenges, and to equip each individual with an increased capacity for more responsibility and opportunity in the future. The benefits of professional development include heightened employee satisfaction and motivation; an employee who is better equipped to take on higher-level work and roles, and improved overall competence of the organization, which can enhance industry competitiveness and utilization of talent.
- Leadership Development means an employee engages in learning that improves skills, abilities and confidence to function in a leadership role. Its short term focus can address current needs for a leader to quickly become equipped for the role, while its long term focus can expand the capacity of an individual to perform in a leadership role in the organization. It’s intended to equip leaders to execute the organization’s strategy through their leadership of others. The benefits of leadership development include expanded capacity to function in leadership roles and help realize the goals and objectives of the organization.
- Career Development means an employee participates in a lifelong effort to design a career. Its long term focus is on the future and growing an employee’s capacity to acquire the knowledge, skills and experience necessary to function effectively in current and future roles. It’s intended to support an employee in taking a big picture, future-oriented approach to identify goals and plan specific actions needed over time to attain them. The benefits of career development include employee satisfaction, engagement and advancement, and an enhanced talent pipeline for the organization.
There are different and numerous ways to support your development, including but not limited to:
- Self-Directed Learning in which the employee drives development through self-paced, just-in-time learning. Examples, such as videos and competency-focused development, can be found on the Self-Directed Learning page in the Organizational & Professional Development website. There are also links to courses, such as Coursera.org and Lynda.com. Employees can also access coaching as an aspect of their learning and overall career development. Another aspect of self-directed learning is utilizing resources that are organized specifically for Rice staff. There are toolkits and links to information located on the Resources and Toolkits page in the Organizational & Professional Development website.
- Training and Professional Development opportunities are available for employees to access. Courses such as Crucial Conversations, Business Writing and Getting Things Done are available, with supervisor approval, at no cost to the employee or department. Employees can also take advantage of many opportunities on campus, such as through Glasscock School of Continuing Studies or a short course offered through the Digital Media Commons at Fondren Library. Visit the Training & Professional Development and Technology Training pages on the Organizational & Professional Development website for more details.
- Supervisor and Leadership Development is key priority and focus at Rice University. This can occur through a variety of formats, including supervisor roundtables, leadership development circles and supervisory and leadership coaching. Options for development can be accessed on the Leadership & Supervisor Development page.
- Careers At Rice
- Clear Career Progression
- The Value of Working at Rice
- Developing World Class Staff