Measuring the Impact of Professional Development

Professional development is an intentional act of gaining new skills through education programs, career training, workshops, professional certification programs, and a myriad of other programs. The intention of these programs specifically is to gain quality experience within your niche. Professional development is a proven way to advance your career, create valuable networking opportunities, and gain new high-value clients.

Opportunities for PD can be given by your employer or pursued as an individual or group without the help of the company. However, most businesses do offer to cover some of the expenses involved if you choose to take this route.

As a businessperson, understanding the impact of individual professional development activity is an important part of identifying which programs to use for your individual circumstances. In this blog, we’ll discuss why you should measure the impact of professional development, the levels of professional development evaluation, and seven steps to measure the impact of your professional development programs.

In this Blog,

1. The Goal of Professional Development

2. Why Should You Measure Your Professional Development Outcomes?

3. Levels of Professional Development Evaluation

4. Seven Steps to Measure Your Professional Development Impact

The Goal of Professional Development

Why would an organization decide to utilize professional development? Professional development goals include, but are certainly not limited to:

• Learning a new skill
• Learning how to manage stress
• Building a professional network
• Developing a healthy work/life balance
• Becoming an efficient leader
• Learn new technologies for your organization
• Take up more responsibilities at work, etc.

These are only a few of the reasons why professional development is an important part of a working environment.

Why Should You Measure Your Professional Development Outcomes?

First and foremost, professional development programs require significant time and money input to complete. In order to understand the impact that the program has on your team, you need to understand if the amount of investment in the program is equivalent to the amount of information and experience your team gains from participation.

Second, this measurement involves a systematic process that you can use to demonstrate its usefulness to your team’s stakeholders. It can help you demonstrate to them the program outcomes, gain additional support, identify ways in which the program itself can improve, and help you make more strategic decisions moving forward.

Levels of Professional Development Evaluation

The Center for Disease Control and Prevention (CDC) created a heavily detailed guide to measure professional development, and this guide identified the five levels of professional development evaluation.

• Implementation takes a deep look at the process of PD implementation and how the program is adhered to. This evaluates how users follow the curriculum itself, the time used for training, and the follow-up period.
• Reaction looks at the user’s response to or perception of the professional development program. How was it received by the workers?
• Learning looks at the specific effect that the program had on the development of the user’s skills and knowledge.
• Behavior evaluation examines the effect that the program has on changing behaviors in individuals and organizations.
• Impact looks at the goals and objectives of the program in terms of long-term outcomes.

It’s not necessary to measure each of these areas. Instead, identifying the focus level that will give you the most accurate representation of your professional development impact and the ultimate goal of the evaluation will eliminate unnecessarily wasted time on your part.

Seven Steps to Measure Your Professional Development Impact

Before you begin, put together a team you know will be able to conduct the evaluation thoroughly. Having somebody experienced in the evaluation process is a huge bonus and will make it go that much smoother. Make sure you have all the resources necessary to begin the evaluation, such as time, funds, and a good data system in place. When you have this setup, enact these seven steps to evaluate the impact of your professional development programs.

Identify and Engage Key Stakeholders- Stakeholders are the individuals or groups that have invested their resources into your operation. They are critical components to the growth and professional development of your business. Stakeholders can include policymakers, teachers and staff, parents and students, and community members. In order to gain the information you need from them,

• invite stakeholders to participate on your evaluation team
• invite them to serve on the committee
• interview them for data collection
• include them in briefing sessions in order to interpret results
• ask stakeholders to promote the findings of your evaluation

Describe Professional Development Activities and Goals- Effective evaluations require a full understanding of the activity or program in need of evaluation. Define the type of activities by their format and method of delivery, behavior goals, long-term goals, and support systems within the structure that reinforce certain practices gained. What learning outcomes do you expect to gain from the program itself?

Define Your Evaluation Objectives and Questions- Create a list of definitive objectives that help you create strong and achievable evaluation goals. Be sure to include your stakeholders in this process so they can be active advocates for the evaluation and PD program itself. In these meetings, include the reasons for evaluating the program and list every objective that’s immediately clear.

Consider each objective in terms of professional development evaluation, returning to each level of evaluation: implementation, reaction, learning, behavior, and impact. Create question groups designed specifically to evaluate the program. This is not the same as questions created for a survey of other people and what they gained from the program; instead, they should be geared towards its overall objectivity.

Identify the Indicators You Will Measure- These indicators define the state, degree, extent, or quality of the process or outcome you need to evaluate. What you evaluate will directly correlate with the objectives, questions, and levels of evaluation. Your indicators should be measurable, specific, and relevant. Your terminology should be neutral so that it can be measured at any point in time. This eliminates the need for continual measurement.

Consider indicators that can give immediately available or easily collected data. Use indicators that are appropriate for the general participants and settings. They need to be relevant to the people involved. Lastly, having indicators that are comparable to previously observed instances that can change over time can give a better evaluation.

Collect Data- How will you collect your data? There are many methods that you can use, and the method you choose will depend heavily on the type you need. Do you need qualitative, quantitative, or both types of data? Quantitative data are useful for demonstrating the degree of change, while qualitative can be used to describe what happened during the program and why it was successful or not. Common data collection methods are questionnaires or surveys, observations, interviews, focus groups, logs, and records.

Further, what data already exists that matches your indicators? Is there another report elsewhere in the history of your organization that can give you the information you need or something to which to compare your new data set? Choose the most appropriate data collection method to match your indicators and evaluation level. Another key factor is the timing in which you collect data. Collecting data before, during, immediately after, and as a follow-up will give you a vast amount of usable information.

Analyze and Interpret the Results- Data analysis is the process of examining facts and findings in order to find usable information within the data set. There are three different types of analysis: descriptive, inferential, and qualitative analysis. Select the approach based on the data available and the frequency and timing.

Share and Use the Findings- Finally, share your findings with your stakeholders and other interested parties. This can come in the form of written reports like white papers and presentations or other more engaging formats that are more available to a wider range of audience. There are many avenues that you could take for sharing your results, such as blog posts, social media, book reports, newsletters, etc.

Sharing your findings should be thorough, ensuring that you’ve addressed each concern. Your report should be geared towards your specific objective of the evaluation, such as gaining more funding opportunities for professional development or improving the delivery method of the program. This ensures that your objective is met and that the report has the desired impact.

Professional development is a necessary avenue to take for the edification and growth of a business, its teams, and the individuals that make up the company. Without it, the workforce stagnates. Learning new skills and taking on more responsibilities helps individuals feel a sense of accomplishment that is unmatched. However, it’s important to know when the programs you’re using are outdated or that you’ve simply outgrown them. By taking the time to create an accurate evaluation of the programs you use and the impact they have on your team, you’ll be able to satisfy stakeholders, create better investment opportunities, and create a vast network of peers and clients who know they can trust you.

Want to supplement your team with professional development? Find the right program now at School of PE.

About the Author: Anna Taylor

Anna Taylor is a freelance writer and avid researcher- a jack of all trades, but a master of none. She graduated from the University of Hawai'i with an Associate Degree in Liberal Arts because she had no idea what she wanted to be when she grew up. She has since found her love of Extended Reality and the possibilities it brings to the world, as well as gardening, cooking, and writing. Anna lives in Interior Alaska with her family.

Exploring Self-Paced Exam Review Courses: Flexibility and Convenience

One of the most nerve-wracking and anxiety-inducing experiences in life is an exam, so much so that test anxiety has been established as an official anxiety disorder. However, these exams are crucial to industry professionals. Certification helps showcase their knowledge and enables them to perform legally in job roles, adding to their qualifications and desirability.

However, with the added pressure of test anxiety, many people have a hard time passing these critical exams and, as a result, can’t move forward in their careers. In an attempt to mitigate these negative results, many people turn to exam review courses for help. Exam review courses are pivotal in whether an individual passes an exam or not.

Unfortunately, one of the main reasons that so many people choose not to utilize these valuable tools is that they cannot justify the time commitment involved. This is an unnecessary worry, though, because many course reviews are opting for a self-paced learning style. Self-paced exam review courses offer them flexibility and convenience and connect them with industry experts to help prepare them for examinations.

In this Blog,

1. What is Self-Paced Learning?

2. Self-Paced Learning Versus Cohort

3. Should You Use Self-Paced Learning?

4. Benefits of Self-Paced Exam Review Courses

5. Apply Self-Paced Learning to Your Organization

What is Self-Paced Learning?

Self-paced learning is exactly what it sounds like: taking the time you have to move through course material at your own pace. This learning structure is on-demand and requires the examinee to work through the material on their own. They may take the same class as others, but they will progress through the program entirely on their own and be fully responsible for the outcome.

Many educational groups have taken to this sort of learning style. We’ve seen a major resurgence in the availability of online college programs that can be done at a distance and when the student is ready and able. The natural next step is implementing it into the exam review space, where education is not the primary goal. Self-paced learning is meant to be done around a person’s busy schedule.

Self-Paced Learning Versus Cohort

There is another method of learning that has its own set of benefits, and that’s cohort learning. Cohort-based learning is a collaboration between individuals who are working through a program together. The main difference between cohort and self-paced learning is that instead of one person being entirely responsible for moving through a review course in their own time, they must follow a schedule set up by the group or the organization.

Should You Use Self-Paced Learning?

Self-paced learning is increasingly available, and with the introduction of learning management systems (LMS), information is becoming increasingly valuable and individualized. Though the standardization of self-paced learning is becoming more prevalent, it’s not always the best choice for your individual situation. Here are a few factors that can help you decide whether a self-paced learning style is preferable over any other learning style.

Goals- Your personal and professional goals will tell you which method to choose. For instance, do you need to have the course completed by a certain date? Do you want to use the program as a form of networking? What is the specific purpose behind taking the course? Think about what you’re hoping to get out of the course. If you’re unconcerned with networking, or your deadline is rapidly approaching (or actually much farther away), then using a self-paced model in which you can adapt the schedule to fit around your lifestyle is a good idea.

Availability- How much time do you have to commit to the course? Take into consideration the amount of time you have to dedicate to studying. Does your schedule change from week to week? If you’re unable to commit to completing weekly assignments and can’t justify making adjustments to your schedule, then self-paced courses can fit around any variation in the structure of your days.

Learning Style- Last but not least, your learning style plays a huge role in your suitability to work effectively with self-paced learning. For instance, in review courses, you’re rarely going to find others at the exact phase in the course as you, so collaboration and clarity will be rare. Working alone is a standard unless the course is part of your organization’s professional development efforts. Do you thrive with structure or flexibility? Self-paced courses are a great way to maintain a degree of control over your learning path, but some people don’t do well without the responsibility of structure.

Your goals, availability, learning style, and personality each have their own part to play in making this decision, so take extra care in making the right one.

Benefits of Self-Paced Exam Review Courses

Self-paced exam review courses can fit into your lifestyle for a number of reasons.

Convenience- Information at Your Fingertips - Many courses have the added benefit of using the information wherever you are. If you have a few minutes on your morning commute to listen to a few lectures, you don’t have to worry about being at the office or at home to listen. The accessibility of information is a convenient way to implement review into the small moments in your day.

Efficiency- Less Pressure, Better Retention - Stress levels play a defining role in information retention. If allowed to move at your own pace, it removes an unnecessary level of stress from the equation. Without the pressure of a deadline, information can be absorbed rapidly and potentially change the degree to which information is remembered.

Low Pressure Flexibility- Set Your Own Schedule - Life can get in the way of your goals. It’s a frequent occurrence, and if allowed to happen repeatedly in a structured review course, it can derail the ultimate outcome. However, with self-paced review, people have the opportunity to work around their lives and still end up with passing results. Self-paced review is flexible when other areas of life are demanding.

Focus- Less Distraction - Using self-paced review courses where there’s no set deadline or time, reviewers can make sure that their environment is entirely free from distraction. This helps them focus more entirely on the information at hand rather than being distracted by every little thing that enters their space.

Autonomy- Different Learning Styles for Different Learning Personalities - This type of learning can prove a benefit when the student understands their learning style well. If they need more time to process information, they can take their time. On the other hand, if they process better by moving rapidly from one thing to another, they can also do so. For a realistic example of this, many people play videos at double speed because they process information faster and can focus better when information is relayed at a greater speed. Without it, their focus dwindles, and their brain turns to other, more exciting parts of their lives.

Apply Self-Paced Learning to Your Organization

The main benefit of self-paced learning is the ability to adjust their review to their own schedule. What happens, however, is they miss out on the collaborative nature of cohort learning. There is a lack of support, structure, and outside perspective as they work through the program in relative solitude.

While this is how it tends to look when a person is individually working through the review course, it doesn’t have to be this way in your organization. By working as a team with a unified deadline, they can utilize the benefits of self-paced learning with the added perspective of working alongside a team. The group can collaborate in study scenarios and support each other as they work together towards a common goal.

While it has many benefits, self-paced learning can be difficult to work through because of the amount of responsibility that the learner has to implement in order to actually take the time to focus on the material and not let life and other distractions get in the way. While one of the greatest benefits of self-paced review is that you can do it on your own time, that is also one of its biggest drawbacks. Without the added pressure of a deadline, or at least an accountability group to motivate a person forward, it’s easy to let the course fall by the side of every other responsibility. It’s easy to justify the neglect.

However, using self-paced review courses like School of PE’s courses (rated #1 by Testing.org for SE review courses) for your organization can be such a powerful tool. On-demand courses with the option to add live lectures for those who need that extra assistance can give your organization the opportunity to take advantage of self-paced learning while still utilizing the collaborative nature of group learning. Self-paced exam review courses can be the one thing that propels your career forward at your own pace.

Ready to experience the power of self-paced learning? Explore our expansive list of Ondemand engineering, architecture, and project management courses at School of PE today!

About the Author: Anna Taylor

Anna Taylor is a freelance writer and avid researcher- a jack of all trades, but a master of none. She graduated from the University of Hawai'i with an Associate Degree in Liberal Arts because she had no idea what she wanted to be when she grew up. She has since found her love of Extended Reality and the possibilities it brings to the world, as well as gardening, cooking, and writing. Anna lives in Interior Alaska with her family.

Engineer-in-Training (EIT) Salaries: What You Can Expect to Earn

Engineering is a lucrative and stable career path that offers excellent earning potential, especially for those who pursue licensure. The Fundamentals of Engineering (FE) exam is the first step towards becoming a Professional Engineer (PE), which opens up additional career opportunities and higher pay. If you have passed the FE exam, you are designated as an engineer-in-training (EIT). So, how much money can you expect to make as an engineer-in-training? Let's take a closer look.

In this Blog,

1. The FE Exam and Licensure

2. Starting Salaries for FE Engineers

3. Factors that Influence FE Salaries

4. Career Advancement and Earning Potential

5. Average Salaries by State

The FE Exam and Licensure

The FE exam is designed for recent graduates and students who are close to finishing an undergraduate engineering degree from an accredited program. Passing this exam is the first step to becoming a Professional Engineer. The FE exam is a 6-hour computer-based test that covers subjects like mathematics, statistics, chemistry, engineering economics, ethics, and more. The exam is closed book, so examinees must memorize formulas and concepts.

After passing the FE and working for a minimum of 4 years under a PE, engineers can take the Principles and Practice of Engineering (PE) exam. This test goes more in-depth into a specific engineering discipline. Once licensed as a PE, engineers can offer their services directly to the public and earn the stamp of a professional engineer. Having a PE license offers more career advancement opportunities, greater earning potential, and enhanced engineering status.

Starting Salaries for FE Engineers

Most engineers take the FE exam either in their final year of an engineering undergraduate program or soon after graduation. What is the starting pay range for these EITs?

According to the Bureau of Labor Statistics (BLS), the median annual wage for entry-level engineers in 2022 was $83,700 (U.S. Bureau of Labor Statistics, 2023). However, pay varies significantly based on your engineering field and geographic location. Here are some starting salary ranges for common engineering disciplines (U.S. Bureau of Labor Statistics, 2023):

• Civil engineering: $60,000 - $89,940
• Mechanical engineering: $60,000 - $96,310
• Electrical engineering: $60,000 - $104,610
• Chemical engineering: $60,000 - $106,260
• Petroleum engineering: $60,000 - $131,800

Of course, these are just ballpark figures. Salaries can differ drastically depending on the working experience, industry, company, state, and cost of living. For example, an electrical engineer at a tech firm in Silicon Valley will likely earn more than the same role in a smaller Midwest city. New graduates may also receive signing or retention bonuses that boost first-year pay.

Factors that Influence FE Salaries

What causes such wide variations in salary offers for EITs straight out of school? Here are some of the key factors:

• Location: Engineering salaries vary greatly between geographic regions. Roles in high-cost-of-living urban areas tend to pay more.
• Industry: The engineering field and industry impact pay. Some of the highest-paying sectors include oil/gas, semiconductor manufacturing, aerospace, and software development.
• Company size: Large multinational corporations typically offer higher compensation than smaller businesses.
• Prestige: Well-known and respected engineering firms garner top talent by providing above-average salaries.
• Demand: Trendy engineering disciplines like software and computer engineering may boast higher pay due to talent scarcity.
• Education: Graduates from highly ranked engineering schools often secure higher starting salaries.
• Internships: Relevant internship experience results in higher offers.

Overall, new EITs can expect to earn an average starting salary of $65,000 to $75,000. However, specialized fields like petroleum engineering ($131,800 average) or tech sector roles can quickly exceed six figures for new graduates.

Career Advancement and Earning Potential

An EIT certification provides a solid foundation for career advancement and increasing earning potential over time. Here are some key ways to boost your salary as an EIT:

• Obtain your PE license: Becoming a Professional Engineer almost always results in an immediate salary bump. Expect $5,000 to $15,000+ in additional pay.
• Pursue management: Transition into an engineering management or executive role to earn well over $100,000.
• Specialize: Develop specialized expertise in a high-demand niche like semiconductor engineering or data science.
• Learn new skills: Expand your skillset by mastering software like CAD or programming languages.
• Earn a graduate degree: Obtain a master’s or doctorate degree to qualify for senior engineering positions.
• Switch companies: Leverage your experience to land a higher-paying engineering job at a new firm.
• Start a business: Experienced PEs can launch an independent engineering consulting business.
• Relocate: Move to a larger metro area or different state to increase earning potential.

Based on data from Payscale, here is the earning potential for EITs at different experience levels (Payscale, n.d.):

• Early career (0-5 years): $61,000 - $96,000
• Mid-career (5-10 years): $63,000 - $110,000
• Experienced (10-20 years): $79,000 - $131,000
• Late career (20+ years): $78,000 - $175,000

Of course, these figures represent national averages across industries. Experienced PEs in leadership roles at top tech companies can easily make $200,000+ per year. The earning potential keeps rising over the course of an engineering career.

Average Salaries by State

Let's examine average FE and PE salaries on a state-by-state basis. Keep in mind that actual pay can vary based on your specific city and employer.

According to BLS data, the top five highest-paying states for engineers in 2022 are (U.S. Bureau of Labor Statistics, 2023):

1. District of Columbia - $143,680 average salary
2. Alabama - $129,920
3. Virginia - $128,620
4. California - $124,640
5. New Mexico - $123,170

In general, engineers make well above the national median salary regardless of location. But, licensing and career advancement can lead to especially lucrative pay at leading technology companies concentrated in states like California, Washington, Texas, and Massachusetts.

Key Takeaways

Here are some of the key points we covered about FE earning potential:

• Starting salaries for EITs range from $60,000 - $90,000 on average. Civil and industrial engineers earn slightly less than other engineering disciplines.
• Salaries vary greatly based on location, company, industry, and engineering specialty. The tech sector and oil/gas jobs pay new EITs the most.
• States like California, Texas, Alaska, and Colorado boast the top engineer salaries due to the high cost of living and an abundance of technology companies.

Becoming a Professional Engineer provides the most lucrative career path. But even at the early FE stages, engineers earn excellent pay right out of college. Passing the FE exam is the first step towards high earning potential over the course of an engineering career.

Ready to pass your FE exam, boost your career, and increase your earning potential? Discover FE exam prep options with School of PE now!

About the Author: Khoa Tran

Khoa Tran is an electrical engineer working at the Los Angeles Department of Water and Power and is currently pursuing his master's in electrical Power from the University of Southern California. He is fluent in both Vietnamese and English and is interested in outdoor activities and exploring new things.

Training as a Retention Strategy: Investing in Employees’ Professional Development

Employee training has been a standard for jobs in every industry since the 19th century, when it became clear that Britain’s labor force was vastly under-skilled. Greater emphasis was placed on workforce development throughout the 20th century, while trades like carpentry and surgical training became more developed. For example, Lindsey Fitzharris’ The Butchering Art details the life of Joseph Lister’s journey as the most influential medical professional of his time. We have him to thank for our current hospital sanitation.

Fitzharris’ book illustrates the exact solution to the problem we face in today’s workforce, retaining employees with effective professional development. For instance, prior to Lister’s work in germ theory, hospitals were gruesome places where people ultimately went to die. Most budding surgeons couldn’t stomach the conditions and quit before they could begin. However, when they were properly trained on the effective care of patients and sanitization practices that ultimately led to cleaner hospital conditions and a lower mortality rate, those workers saw the good that could be done and how they could work in a manner that benefited themselves, their patients, and the overall healthcare system.

Now that we have systems in place that create better environments all around, the focus on professional development and training as a retention strategy has come to the forefront. Employees will not stay in a job that does not invest in their overall development because they see it as an under-commitment to them as a person. Training and development programs can help retain high-value, hardworking employees in the long term.

Let’s discuss why you should invest in an employee’s professional development with effective retention strategies that work.

In this Blog,

1. Why Should You Invest in Employees’ Professional Development?
1.1. Employees are eager to learn about the job
1.2. Job seekers actively look for companies that invest in learning and development opportunities
1.3. Professional development actively attracts the right candidates
1.4. You create a culture of improvement
1.5. Learning and Development programs increase employee retention rates
1.6. Early professional development invests in future management

2. Retention Strategies that Work
2.1. Reinvesting in your employees
2.2. Show genuine interest in your team to gear training opportunities
2.3. Offer a variety of professional development workshops
2.4. Understand their goals and what motivates them
2.5. Invest in personal development courses and information

Why Should You Invest in Employees’ Professional Development?

Investing in an employee’s professional development shows, in the end, that you value them as individuals, that you care about their growth in the field, and that you’re willing to invest in their career. Here are a few other reasons why you should invest in professional development for your employees.

Employees are eager to learn about the job- When employees first gain employment with a company, they have their work goggles on. There’s a sort of frenetic excitement mixed with a healthy amount of dread as they await their first day. Learning about the job is one way that they prepare. By providing them with supplies and tools to familiarize themselves with the job requirements and the structure of the company, they’ll arrive on their first day willing and eager to listen and learn what their superiors and long-standing employees have to teach them. The truth is that training doesn’t start on the first day of work. It begins in the application stage.

Job seekers actively look for companies that invest in learning and development opportunities- Investing in your L&D programs shows prospective employees that you’re willing to invest in their professional development. L&D as a recruitment tool is an effective way to prove your own investment.

Professional development actively attracts the right candidates- In fact, having the right kinds of programs set in place makes sure that you set the expectation of excellence for your ideal candidate: somebody who sees the value in professional development and who is driven by success and learning opportunities. This candidate will be a huge benefit to your team, so it’s important to set the right steps in place to attract them to your team.

You create a culture of improvement- By investing in professional development programs, you’re creating a culture of improvement within your team and creating an industry standard that benefits the entire niche. By training staff well, you set the tone and expectation that employees will invest their time into the development of their professional skills, both hard and soft. Allowing a space where learning is prized, and mistakes are okay cultivates an atmosphere of continuous improvement.

Learning and Development programs increase employee retention rates- One of the biggest problems that companies face is rapid employee turnover. If an employee can last a year, they’re likely to last five, if not more. 20% of employee turnover happens within the first 45 days. (LegalJobs) This is largely due to cultural or personal differences, but a lot of it can be attributed to a lack of adequate training opportunities. If an employee doesn’t know how to do their job adequately, their time with the company will be short and dissatisfying, not to mention that the company will have spent thousands of dollars to onboard this employee into their ranks, only to have to do it again in a month and a half.

Early professional development invests in future management- The ultimate goal of a company is profit and longevity. One aspect that comes into play with creating a longer-standing company is its ability to retain employees for the long haul. Training employees early on and investing in their professional and personal development throughout their careers creates invested employees who turn into managers and potentially even partners who can help keep the company thriving through decades and even centuries.

Retention Strategies that Work

If the ultimate goal of training is to build high-performing and knowledgeable employees, then an emphasis on that training should be on retention strategies that are proven to hold onto them. Here are a few strategies that will show your employees that you value them while still helping your bottom line.

Reinvesting in your employees- This can look different for every company. Professional certifications are a common way to upscale and invest in your company and your employees at the same time. You’ll create a standard of knowledge within your industry, bring a degree of credibility to your company, and ensure the most well-educated employees available.

Reinvestment doesn’t always have to look like professional certifications, however. Sometimes, it can look like paying for their educational opportunities or company vacations with an emphasis on interpersonal relationships that help cultivate positive working relationships.

Show genuine interest in your team to gear training opportunities- Take the time to learn about them and understand what makes them work well. What motivates one will not motivate another. One's goals may not align with the other's or the company itself. Showing interest in your team enables you to align organization, team, and employee goals in ways that benefit the employee with effective training opportunities.

Offer a variety of professional development workshops- By offering multiple different types of workshops on top of your standard training program, you’ll find one that works for everybody and their individual personality types. For instance, one person may learn better by using video, another by reading, another by watching and then doing. Similarly, one may work best on a deadline, while another needs a fair amount of space and freedom to complete tasks in a stress-free environment. Depending on individual circumstances, timing, and a variety of other factors, different types of development opportunities work for different people. As part of a continuously evolving team, multiple opportunities over their career also prove to be a benefit to them and the company.

Understand their goals and what motivates them- In line with knowing your team on an individual level, it’s important to get a feel for who they are and what motivates them individually in order to apply what you know to a team setting. Working together as a team is a crucial part of retaining employees who have similar goals. If you don’t have a team that works well together, plans will fall apart before they even begin. Knowing who your team is and what makes them work will enable you to find opportunities that help them come together as a team, celebrate their differences, and enjoy collaborating. A happier, more productive team means a higher retention rate.

Invest in personal development courses and information- Personal development is another reason that prospective employees will apply to certain jobs. Most people can’t pay out of pocket for college or other educational opportunities and actively search for companies who are willing to make this sort of investment in their future. It’s so much a factor that top companies spend millions of dollars annually on employee educational development programs. This sort of investment often proves to the employee that you’re interested in them on an individual level, as well as a professional one, and they’re more likely to invest their time into the company long term.

Employees are the bread and butter of the overall growth of a company. They are one of the most valuable assets you have as a business owner, and if treated in a way that shows you value them as an individual and as part of your company, you’ll gain employees who are with you through their entire career.

Consider bolstering your company’s retention of employees by supporting them in their professional development with School of PE courses. You can check out our selection of FE, PE, ARE® 5.0, and PMP® courses here!

About the Author: Anna Taylor

Anna Taylor is a freelance writer and avid researcher- a jack of all trades, but a master of none. She graduated from the University of Hawai'i with an Associate Degree in Liberal Arts because she had no idea what she wanted to be when she grew up. She has since found her love of Extended Reality and the possibilities it brings to the world, as well as gardening, cooking, and writing. Anna lives in Interior Alaska with her family.

Calculator Tips and Tricks for the FE Exam

The FE (Fundamentals of Engineering) exam is a crucial step in becoming a professional engineer. Passing this exam demonstrates your competency in subjects like mathematics, physics, chemistry, engineering economics, ethics, and more. One of the most important tools you'll need during the FE exam is your calculator. Having an in-depth knowledge of your calculator's features and functions can give you a major advantage on exam day. Here are some pro tips and tricks to get the most out of your FE exam calculator.

In this Blog,

1. Choose the Right Calculator

2. Get Familiar with The Calculator

3. Manage Equations

4. Manage Complex Numbers

5. Leverage Matrices

6. Know When Not to Use Your Calculator

Choose the Right Calculator

The NCEES (National Council of Examiners for Engineering and Surveying), the organization that administers the FE exam, publishes a list of approved calculators - stick to calculators on this list only. The Casio FX-115ES PLUS is a popular choice that has all the necessary functions for the exam. Avoid using your phone or smartwatch calculator, as these are prohibited in the testing center.

Get Familiar with The Calculator

Practice using your NCEES-approved calculator extensively and familiarize yourself with your tool until navigating it becomes second nature. Learn all the functions, especially conversions, matrices, complex numbers, and statistical features. Configure the calculator's mode settings to your preference. The exam won't allow pre-written programs, so make sure it becomes second nature to perform all necessary calculations manually. Time yourself working through practice problems using only the calculator.

Manage Equations

Some calculators allow solving equations with multiple unknowns and variables. This can help save time on the algebra-heavy sections of the FE exam. Look for equation-solving capabilities for linear, quadratic, cubic, and higher-order polynomials. Your calculator may also support equation manipulation features - these allow rearranging equations into different forms. Leverage these advanced math tools to avoid getting bogged down in complex algebraic calculations.

1. System of Equation

Systems of equations with multiple variables are a common FE exam obstacle. Solving by hand can be time-consuming and error-prone. Fortunately, a Casio FX-115ES PLUS calculator has built-in functionality to solve 2x2 and 3x3 systems of linear equations. Under the MODE SETUP, access EQN. Select 1:anX+bnY=cn for 2x2 system, and 2:anX+bnY+cnZ=dn for 3x3 system. Input the correct value, and the calculator will efficiently solve the variable values. Commit this process to memory and practice on sample systems ahead of time. This calculator function will greatly accelerate solutions, leaving you more time to analyze results. For step-by-step guidance and examples of solving systems of equations on the Casio FX-115ES PLUS, utilize this helpful link.

2. Polynomial Equation

Polynomial equations are ubiquitous on the FE exam, testing your proficiency with algebraic manipulation. These equations feature variables raised to whole number powers. Solving various polynomial forms, from simple quadratics to complex cubics, will be essential to your FE exam success. Your calculator can expedite solutions to polynomial equations of all orders. FE-approved calculators contain dedicated keys for solving quadratics, cubics, quartics, and higher-order polynomial equations up to the 5th degree. Consult your calculator’s user guide for instructions specific to the make and model. For example, Casio FX-115ES PLUS users can find the polynomial equation-solving function under the MODE SETUP > EQN menu. The provided links demonstrate step-by-step approaches to solving 2nd and 3rd-order polynomial equations, as well as strategies for resolving polynomial inequalities. Mastering these fundamental skills will instill confidence when confronting polynomial equations on the FE exam.

Link 1: Solving Polynomial Equations (2nd and 3rd degree)

Link 2: Solving Inequality

Manage Complex Numbers

Some engineering exam topics, like electrical engineering, involve working with complex numbers in polar and rectangular forms. Your calculator should allow operations with complex numbers, including magnitudes, angles, exponents, logarithms, and more.

1. Set Up Complex Mode

Step 1: Access MODE SETUP menu and select 2:CMPLX. This will put your calculator in complex mode.

Step 2: Next, hit SHIFT then MODE SETUP. Click the down arrow (↓), and choose 3:CMPLX as this allows you to choose your complex result to be rectangular or polar. Select 1:a+bi if you want it to be rectangular and 2:(r∠θ).

With these settings activated, you can perform arithmetic, conversions, and more with complex numbers on your calculator. Commit these setup steps to memory and practice using the complex number functions to build speed and accuracy. Utilize this video tutorial for in-depth visual guidance on working with complex numbers on the Casio FX-115ES PLUS calculator.

Leverage Matrices

Matrices are heavily used in the General section of the FE exam in topics like linear algebra. Having strong matrix features in your calculator is essential.

1. Set Up Matrices

Step 1: Access MODE SETUP menu and select 6:MATRIX. From there, you can create your matrix A (1:MatA) or matrix B (2:MatB) or matrix C (3:MatC).

Step 2: After selecting the matrix name, you will then choose the matrix dimension (mxn) such as (3x3,1x2,2x3, etc.) based on your given matrix. Input the value accordingly. After inputting all the values, hit the AC to exit from the matrix.

Step 3: To retrieve the defined matrix, use SHIFT and 4. You will see 3: MatA 4:MatB or 5:MatC. Select the correct matrix name in which you created previously in step 1.

With matrices stored, you can now perform arithmetic, find determinants, calculate eigenvalues, transpose, and more. Repeatedly create sample matrices and execute various operations to develop familiarity. Commit the matrix setup and manipulation processes to memory through practice. Having mastery over matrices will expedite solutions and build confidence on exam day. Refer to this excellent video tutorial demonstrating the matrix capabilities of the Casio FX-115ES PLUS calculator.

Know When Not to Use Your Calculator

While your calculator is important for the FE exam, don't become over-reliant. Time yourself first working through practice problems by hand - don't reach for the calculator too quickly. Performing some calculations manually helps improve your speed, accuracy, and understanding. Save your calculator for checking work and handling complex operations. Finding the right balance between manual and calculator work will lead to FE exam success.

Conclusion

Your calculator is one of your most valuable tools for passing the exam. Mastering the tips and tricks above will help you use your calculator effectively. Practicing with these tips will help build speed, accuracy, and confidence with your calculator. Make the calculator your friend, and it will help power you through even the toughest FE exam questions.

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About the Author: Khoa Tran

Khoa Tran is an electrical engineer working at the Los Angeles Department of Water and Power and is currently pursuing his master's in electrical Power from the University of Southern California. He is fluent in both Vietnamese and English and is interested in outdoor activities and exploring new things.