Individual Development Planning

Presented by:
Randy Bergquist
Assistant Director,
Learning and Workforce Development
Human Resources Staff
Justice Management Division
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 Briefing Overview
 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

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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
Current
Strengths Short term Org.
Job
goal needs
Standards

Employee Supervisor

Long term Future Current

Needs goal needs Performance

Employee-Supervisor
Meeting

IDP 18
 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

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