Individual Development Plan
Purpose
The Individual Development Plan (IDP) is an organized
approach to professional development activities and programs
that are designed to improve the individual’s professional
skills and the department’s productivity. This is a joint
process, both in design and execution, in that supervisors may
be more familiar with the department’s future directions and
the individual is more aware of specific, individual needs and
aspirations.
The following process is a model. The process involves the
following steps:
1.
The Individual Development Plan (IDP) should be
prepared when using the Staff Fee Waiver, or in
conjunction with the evaluation period.
2.
Both the supervisor and the individual should be involved
in the design of the IDP. This should be done early in the
process, when major areas of development have already
been identified. The individual should propose the
specific ways to accomplish this, or the individual may
design the plan and then jointly review and refine the
content with the supervisor.
3.
Use the following perspectives and determine which
should be developed in the upcoming evaluation period:
•
Strengths that, if enhanced, will contribute to the
overall mission of the organization and increase
productivity.
•
New skills that will be needed in the upcoming
evaluation period.
•
Areas of performance/skills that need to be improved.
The above constitute the purpose of the development
activity. Some additional needs that contribute to
establishing the purpose may include:
4.
Determine the appropriate learning methods and resources
that will be needed.
5.
Once the learning methods and resources have been
selected, define the measures or criteria that will be used
to determine if the targeted learning has been
accomplished.
6.
Both the supervisor and the individual sign the IDP to
document mutual agreement with it and commitment to
completing it.
7.
A reporting system should be established to gauge the
individual’s progress at any time so that adjustments can
be made to the plan if needed.
Developmental Opportunities
There are several methods to facilitate learning. These are
just a few examples (some may need support from your
Supervisor):
•
Mission/Strategic need
•
Change in technology
•
New assignment
•
Future
staffing need
•
Leadership development
•
Relationship building
Though you want the IDP to be thorough and cover all
major development needs, try to keep it brief and to
the point. Focus on key areas to be developed.
Developing the Individual Development Plan
•
Job rotation
•
Stretch
•
Temporary
Committees
•
Work groups
•
Presentations
Cross-Training
•
Changing functions
•
Shift changes
•
Working with new
people
Develop in Place
•
Mentoring
•
Individual projects
•
Perspective
building
•
Tough challenge
•
Shift in size of job
Formal Training/
Development
•
Professional
•
Technical
•
Leadership
•
Executive
Off the Job Opportunities
•
Joining/leading community groups
•
Trying a new skill in a volunteer
organization
•
Giving presentations to civic
groups
On the Job Opportunities
•
Taking on new projects or
assignments
•
Temporary assignments e.g. –
filling in for someone on vacation
•
Assuming lead role
responsibilities
•
Improving a process or procedure
Self-Development
•
Readings/Self-study
•
Professional organizations
•
College/University Programs
•
Seminars
Start-ups
•
New team
•
New system/service/process
Adopted from UC Riverside
