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Individual Development Plans
Individual Development Plan ConceptHow To Get The Most Out of Training [PDF]
An IDP is a tool cooperatively developed between a supervisor and an employee, in which development needs of the employee are forecasted and scheduled in order to enhance the employee's competencies.
The IDPs are a useful tool for employee development because they provide:
- Logical and structured framework for assessing the needs of both the individual and the organization.
- Merger of individual goals with organizational needs.
- Methods for organizing developmental experiences instead of haphazardly committing both time and money on what may or may not be useful experiences.
IDPs help the employee and supervisor identify developmental needs that address essential competencies, legal requirements, career development, and professional growth.
It allows the employee and supervisor to focus limited resources in the area of greatest need.
The process may also help an employee identify areas of growth outside the job that are important to that individual.
Individual Development Plan Process
Determine your objective
- Identify competencies you need to acquire to enable you to perform your current duties
- Plan your future career development
Collect all relevant materials
Your current performance management tool (job description).
Conduct competency assessment
What is your level in each competency?
- Improvement Essential for Success
- Development Necessary
- Successful Performance
- Exceeds Standard
List developmental activities
Identify developmental opportunities that will help you attain or enhance the competencies identified.
Prioritize developmental activities
Set target dates and make any necessary contacts to set up your activities.
Implement development plan
Initiate, register, and/or attend development programs.
Evaluate your experiences
Assess whether the activities you have completed met your needs -- have you attained the competency?
Track achievement of competencies
Use your Performance Management Tool (PMT) to track achievement of competencies.
More detailed information is contained in the Summary Plan Description, which is available at the Human Resources office.
Resources You Need to Create an Individual Development Plan
- Performance Management Tool (PMT) appraisal; and
- Professional Development Program catalog of courses, workshops, and seminars.
Determine what you want to get out of the Individual Development Planning process. Do you want to:
- Assess your current level of competency relative to your present job?
- Determine what you need to do to move to the next level of competency?
- Plan for a future career goal?
Discuss all competencies related to your job with your supervisor
- With your supervisor, determine your current level of performance of each competency and make a list of developmental activities that will expand your knowledge, skills, and ability in each targeted competency.
- List competency areas in which you need to gain new skills or increase your proficiency. The most appropriate type of development activity will depend upon factors (e.g., type of skill to be developed).
After developmental activities have been identified the next step is to prioritize them and to identify a target date.
- Make sure that you clarify with your supervisor which development activities the organization will support.
- Once you have completed your IDP, your supervisor will make an effort to provide you with the opportunities you need to carry out the Plan. You should recognize that the IDP process is a tool, not a formal agreement or guarantee.
What are the Benefits of Creating an IDP?
- Helps staff plan for future career development
- Increases staff’s level of commitment to their professional growth
- Helps supervisors and managers forecast development costs and needs