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Using an Individual Development Plan (IDP)

Using an Individual Development Plan (IDP). Cathy Lemley Employee Development Specialist, OHR June 21, 2007 9:00-11:00 a.m. Agenda. Why use an IDP Introduce the IDP form and go through each part How to use the form in your office Develop your own IDP Share with the group Wrap up.

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Using an Individual Development Plan (IDP)

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  1. Using an Individual Development Plan (IDP) Cathy Lemley Employee Development Specialist, OHR June 21, 2007 9:00-11:00 a.m.

  2. Agenda • Why use an IDP • Introduce the IDP form and go through each part • How to use the form in your office • Develop your own IDP • Share with the group • Wrap up

  3. Why use an IDP? • Have a plan to develop and motivate employees while connecting to strategic goals • Part of performance management • Can be used with the SI performance appraisal plan

  4. An IDP is a communication tool and a roadmap

  5. Parts of the IDP form • My development goals for the next year are: • My goals have organizational and personal relevance because: • Courses and learning activities I will pursue: • Target dates for completion: • Resources I will need: • How and when I will measure progress:

  6. My development goals for the next year are: Some questions to consider: • What direction is my organization going and what will the organization need from its employees in the future? • What are my goals over the next five years? • What are my greatest strengths and how can I build on them more effectively? • Do I have any weaknesses that make it difficult to do my job or will prevent me from reaching my goals? Reference: http://govleaders.org/idp.htm#idplinks

  7. My goals have organizational and personal relevance because: • Connect to the Smithsonian strategic goals: • Increased public engagement: diffusion of knowledge • Strengthened research: increase of knowledge • Enhanced management excellence • Greater financial strength • Connect to your own goals

  8. Courses and learning activities I will pursue: • Formal training • USDA Graduate School • OPM Development Centers • Others? • Informal training • Shadowing • Feedback • Others?

  9. Target dates for completion • You can be flexible but if you don’t have a date on paper, you might never complete it.

  10. Resources I will need • Dollars • People • Knowledge

  11. How and when will I measure progress • Follow up with your employee • What does success look like to you and to your employee? • The most important person for the transfer of learning is not the trainer, not the student – it’s the SUPERVISOR!

  12. How to use this in your office • Introduce the IDP to your employees • Ask them to think about their developmental needs • Arrange to meet with them and discuss the IDP • Employee and supervisor should sign the completed plan • It’s important to follow through

  13. Exercise • Fill out the IDP for yourself or one of your employees • Get into groups of 4 - 6 people to share your ideas and get some feedback

  14. An IDP is a tool that focuses on: • Performance • Employee • Supervisor • Organization

  15. Builds in accountability • Target dates for completion • How and when to measure progress • Signatures and keeping copies

  16. An IDP is a communication tool and a roadmap

  17. Questions? Cathy Lemley 202-633-6322 lemleyca@si.edu For more information: http://govleaders.org/idp.htm#idplinks

  18. Last thoughts • Make sure you signed in • Please fill out the evaluation form Thank You

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