How To Write An Idp

Transcription

1 Individual Development Plan Training League of United Latin American Citizens, Federal Training Institute, September 2015 Carol Davison September 23,

2 Training Objective The objective of this briefing is to train LULAC on how to draft an individual development plan (IDP) for their career progression. This training will provide you with: Definition, Purpose, How to Draft, References for Developing an IDP Getting your supervisor to say yes Supervisor s role

3 IDP Defined A personally tailored action plan used to identify short and long term career and personal goals. Outlines the training and development needed to achieve those goals for the benefit of 1. the organization and 2. the employee within a specified time frame Lists technical and general job competencies employee needs to possess to maximize job performance and career potential.

4 IDP Purpose Optimize employee performance in support of organizational requirements. Increase interest, challenge, and satisfaction in current position. Obtain technical, general and leadership competencies necessary for promotion or job change Facilitate the integration of new personnel into the organization and Support all personnel in reaching their potential.

5 What competencies should I develop? We soar in our strengths, and wallow in our weaknesses So if you are a strategic planner and systems thinker, develop those skills and not your attention to detail ones. References: Mangers with high talent are more likely to focus on strengths, Gallup IRS 360 Assessment Study: Developing Great Leaders Jim Trinka

6 References for Developing IDPS Employee s goals Supervisor counsel Co-worker feedback Position Description Competency Model Performance Plan Performance Evaluations Office/Division mission and function stamens Your Office s Strategic Plan

7 Draft the IDP Prioritize developmental opportunities because its when you apply what you learned that the development takes place: On the job training, Details, Rotations, Mentoring Shadowing, Learning Management Systems, Off the job training like: Superintending the Sunday School, Coaching Little League, Managing your club s budget,

8 Some training resources at the Department of Commerce Leadership and Innovation at Commerce: Commerce Learning Center: 407A59D8E229&DCT=1&lcid=178409&req uestedurl=learncenter%2easp%3fid%3d %26page%3D1&secure=true

9 Some training resources available to Federal employees OPM s HR University Federal Human Resources Specialists only OPM s Center for Leadership Development: all appropriate Federal employees

10 Some training resources available to the general public USA Graduate School: Management Concepts: OPM s Center for Leadership Development: Learning Tree:

11 Some Formal Education Resources Northern VA Community College: Prince George s Community College of Southern Maryland University of Maryland, University College (school for adults)

12 Getting your supervisor to say yes Complete whatever form your organization uses to approve training. Make an X where your supervisor is supposed to sign. Attach a two sentence write up of why it s in the ORGANIZATION s best interest for you to attend the training. Include scheduled dates, hours, cost and supportive documents to your IDP Try to stay within organizational time and money limits. Realize that your supervisor works at a higher level and may have a longer term vision for your IDP than you do.

13 Supervisor s role Compare employee s current competencies and the required job skills, organizational mission, organizational trends, planned changes, sort and long term requirements, staffing and technology, and the employee s potential to meet these needs in order to prioritize activities that address competency gaps. Set IDP goals and enter dates Project developmental opportunities in office budget and calendar. Meet with employee twice yearly to review IDP

14 Frequently Asked Questions 1 How long is an IDP good for: about one year. Then assess which competencies you need to develop in the new fiscal year. IDPs are living documents that change as appropriate. How do I develop if no funds are available: On and Off the job training where you apply what you have learned is the most effective way to develop.

15 What is a reasonable about of time to invest in training annually: Those organizations that invest the greatest number of hours in developing their employees have the greatest return in shareholder investment. ATD reports a 120 hour investment in new employees and 60 in current ones. I would recommend a 40 hour minimum. Frequently Asked Questions 2 I found God s gift to training, but my supervisor says no! Consider spending your own time and money.

16 Point of Contact Carol Davison at or

17 Summary Today we covered: How to use IDPs The purpose of IDPs The definition of IDPS How to draft IDPS References for writing IDPS How to get your supervisor to say yes and The supervisor s role

18 Some Performance and Development References mentandawards/index.htm (features DAO , fact sheet, handbooks, operating procedures, performance plan reference library, CD-430 and CD541 Performance Management Records, etc.) Your organization s performance and development office