Peter works for the Royal College of Midwives (RCM), and is a member of the trade union Unite. He has wide experience of paid roles in learning and skills in the trade union movement, and still wishes to develop his career in this way. He has had a mid-life development review with a member of the unionlearn team by telephone, and two follow-up sessions where he was able to explore the issues that were most important to him at this stage in his life, and to make an action plan to shape his thinking about taking his future plans forward. His action plan is recorded on the Union Learning Climbing Frame.

Peter is 58, and, prior to the mid-life development review, he identified his most important priorities as: keeping his current job, finding a new job if necessary; developing new skills for paid work; flexible working arrangements; learning for its own sake and planning for retirement. He is currently on a short-term contract and is not sure that it will be renewed.

Peter is currently finishing a degree course in Business Studies and History of Art, and, after completing a level 2 course, has booked himself onto a seminar about delivering IAG by telephone and email, a new service being offered by RCM, opening more doors for career progression. He has a wide variety of skills and knowledge to bring to a new role, and is used to transferring skills into new jobs and new organisations.

Peter says:

The review was systematic, thorough and the fact that it was conducted over the telephone was no barrier. I was asked to consider sometimes difficult questions about my future, but given plenty of time to do some research and reflection before follow-on sessions."

Many RCM members are facing similar situations and Peter said:

This valuable personal experience will enable me to empathise with midwives and offer them support."

His immediate action points as a result of his review session are:

1. Complete degree course and ALISON Photoshop course
2. Follow up contacts for financial and pension planning
3. Ensure job-seeking skills are up to date and keep in touch with NCS

Learning is an important tool for Peter to progress in work and with his personal goals. The mid-life development review process does not have to be lengthy and does not require a professional helper to start things off and to provide continuous mentoring support if needed. It is important to involve specialists where needed to take things forward, but ULRs, other reps and unionlearn staff are skilled at listening, exploring issues, identifying barriers and how to overcome them, setting up learning opportunities, making action plans, and signposting to other services, so they are in an ideal position to provide the central contact point for the mid-life development review process. 

Peter is hoping to offer some mid-life development review workshops to colleagues at work. During the pilot project, this was a great strength, where ULRs and union professionals had a review themselves from a colleague and then offered them to others.