SAMPLE - Career Development Plan
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- Daniela Eaton
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1 SAMPLE - Career Development Plan Step 1: Background Information Use this section to capture your status in your current role and your future career goals. This will form the foundation for setting your development goals. Name: Current Position: Date started: Laura Snyder Director, IT Services January, 2006 Performance Summary (refer to your Performance Management forms and summarize) The performance ratings on all performance targets and competencies in my last three performance reviews were predominately 4 with an overall evaluation of 4. During my last performance review my ADM recognized my superior performance in implementing a highly complex systems integration project across departments that allowed us to achieve many process efficiencies. He suggested that I identify options for career development that would allow me to further develop my strengths in the competencies of Strategic Orientation and Decisiveness. Career Goal(s): My career goal is to move into a position with a higher level of responsibility for strategic planning and determining the direction of programs, policies and initiatives. Areas of Strength (Knowledge, skills, and competencies) Competencies: Strategic Orientation Decisiveness Skills/Knowledge: Project Management Detail Orientation Time and resource management Facilitation skills Areas for Development I feel I have true strengths in strategic orientation and am highly decisive. I would like to continue to develop and hone these skills as I believe they will help me achieve my career goals. Additionally, our department has recently put a strong emphasis on HR initiatives and planning. I would like to build my skills and knowledge in this area, with a focus on succession planning.
2 Planning For Your Use this section to capture your development goal(s), steps to achieve that goal(s), time frames, potential obstacles and solutions, and how to tell when you ve succeeded. Step 2: Strategic Orientation Lead our divisional strategic planning process to help develop a long range plan and strategies for achieving our mission and vision. April 1/06 Obstacle: Getting everyone at the table for input. Solution: Work with ADM s admin assistant for help with scheduling and meeting logistics. Will complete comprehensive Strategic Plan that incorporates measurable/achievable goals. Plan will be communicated to all employees. Will hold employee Q&A sessions. Lead two cross-departmental committees to gain a broader understanding of issues in which our department is currently involved. Dec. 31/06 Obstacle: Extra time required to lead committees. Solution: Support from ADM Committees will meet their mandate and objectives set out in their project charters. Meet monthly with ADM to discuss strategic issues and strategies/actions to address. Ongoing Solution: will schedule to discuss over lunch Meetings will be kept. Read 20/20 Foresight: Crafting Strategy in an Uncertain World by Hugh Courtney. June 1/06 Solution: will committ to reading for 15 minutes daily before checking or phone messages. Books will be read by specified date. Decisiveness Read The Art of Decision Making by Helga Drummond and Communicating in Groups: Building Relationships for Effective Decision Making by Joann Keyton. July 1/06 see above see above Manage and lead the RFP and proposal review process for the new XYZ system that will be Nov. 30/06 Obstacle: putting together a qualified review team to Solution is purchase with full endorsement of
3 Step 2: implemented next fiscal. Will be responsible for determining which system will be purchased. evaluate proposals. Solution: will get input from senior team on what perspectives we will require and who might be the best qualified. review team by specified date.
4 Step 2: Succession Management Will attend PSC workshop on Succession Management for Managers. June 5/05 Obstacle: course may be cancelled Solution: will arrange to meet with PSC if this happens to obtain workshop materials and info. Successful completion of workshop. Will lead departmental workforce planning/succession management initiative by: Meeting with SM advisor at the PSC to discuss tools, resources, strategies, best practices, etc. July 30/06 Obstacle: may need more than one meeting. Solution: will schedule after initial meeting. Will feel confident in resources and knowledge to move forward with next tasks. Conduct an analysis of our department s workforce (including potential retirement numbers critical positions, development priorities, environmental scan, etc.) Aug. 30/06 Obstacle: obtaining statistical and HR data. Solution: will work with HR Director to obtain. Data will be obtained by specified date. Write report and delivering the results of this analysis to our Executive Team. Sept. 30/06 Solution: will delegate some of my operational responsibilities to team lead to provide them with development as well. Report will be comprehensive and will be completed by specified date. Executive team will have enough data to make informed HR decisions to move forward with initiative. Developing an HR planning strategy which will be incorporated into next year s business planning process based on this report and from input and feedback from the Executive Team. Jan. 15/07 Obstacle: Mgt buy in to strategy Solution: review strategy with team prior to strategic planning sessions next year. HR priorities identified through the strategy and incorporated into planning.
5 Sign-off Please review your career Development Plan at your semi-annual and annual performance review meeting. Employee Signature: Date: Manager Signature: Date:
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