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Individual Development Planning

Presented by:

Randy BergquistAssistant Director,

Learning and Workforce Development Human Resources Staff Justice Management Division

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Development and the Adult Learner Organizational and Individual Needs Preparing an Individual Development Plan Identifying Developmental Objectives Through

Assessments Developmental Resources and Opportunities IDP Exercise Next Steps

Briefing Overview

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Development and the Adult Learner

Ways People Learn By Doing (Through Practice) Through Observation Through Imitation (watching and then performing) Through analysis and conceptualization

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Principles of Learning

Learning happens inside the learner and is activated by an instructor

Concepts presented must be directly relevant to the learner’s needs

Learning results from experiencing Learning is enhanced if the process is interactive Learning requires time and patience Learning requires change Learning involves the emotions Each learner has a unique style of learning

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Organizational Considerations

Organizational mission and goals Program plans Staff learning and development needs Available time and funds for learning and

development Top management buy-in to learning and

development activities

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Individual Considerations

Development needed to improve current performance

Development needed which will have an impact on performing current duties in the near future

Development applicable to projected workforce needs in the foreseeable future

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Preparing Your Individual Development Plan

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What is an IDP? A career development tool that may be used to

help an employee navigate through their developmental activities such as formal training, on-line learning and developmental assignments

It is reviewed and discussed between the employee and his/her supervisor to ensure that individual needs align with organizational needs

It is not a contract, but rather a roadmap that may change as individual and/or organizational priorities change

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Goal Ranges Micro 15 minutes to 1 hour

Mini 1 Day to 1 Month

Short Range 1 Month to 1 Year

Medium Range 1 to 3 Years

Long Range 3 to 5 Years

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Setting Goals

Specific Measurable Achievable Realistic Timeframe

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Goal Selection Vertical – moving to the next higher position Lateral – moving across functions Realignment – moving to a lesser position in the

organization Exploratory Research – actively investigating

other options Job Enrichment – creating more challenge in the

present job Relocation out of the organization

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Goal Selection Consider other commitments: family; current

work schedule; community obligations Review previous learning experiences Know your organization Be honest with your self-appraisal

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Advancing Your Career Career Constraints

Professional Constraints Occupational Limits Lack of Qualifications

Organizational Constraints Promotion Freeze Staffing Pattern Ceiling

Personality Conflicts Promotion Paths

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Helpful Tools When Developing The IDP

Position Description – describes your duties and responsibilities

Performance Plan – contains elements and performance standards based on the position

List of general and technical competencies (e.g. OPM) Feedback from supervisors, peers, and customers

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Identifying Developmental Objectives Write down your current basic duties Select one duty at a time and determine the

specific competencies required to perform that duty

Determine which competencies you already have versus those you need to develop

Eliminate those competencies you already have Rank/prioritize those that are remaining These are your developmental objectives

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Developmental Resources and Opportunities

Classroom training Job rotation/developmental detail e-learning/computer based instruction On-the-job training Self-study Field trips Reading

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Guidelines for Supervisors Consider the employee’s current job standards

What skills are most necessary What areas are proficient/less proficient

Consider organizational needs Current and any potential changes in mission; technology;

turnover; staffing needs; future program needs Consider employee’s potential to meet current and projected needs;

potential to assume different or expanded responsibilities Assist in developing short and long range goals and learning activities

that support the desired skills to meet goals Offer suggestions and serve as a resource in conjunction with other

coworkers; human resource professionals; upper management

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IDP Process

Employee

Strengths Short term goal

Long termgoalNeeds Current

PerformanceFuture needs

Current Job

Standards

Org. needs

Supervisor

Employee-Supervisor Meeting

IDP

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QUOTES

No wind favors he who has no destined port

– Michel de Montaigne

Within our dreams and aspirations we find our opportunities – Sue Ebaugh

Luck is when opportunity knocks and you answer – Anonymous

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Questions and Answers