Some of the benefits of an IDP are: Provide an administrative mechanism for identifying and tracking development needs and plans. Assist in planning for the agency's training and development requirements. Align employee training and development efforts with its mission, goals, and objectives.
It involves five phases: Pre-Planning - supervisor and employee prepare independently for meeting. Employee/Supervisor Meeting - discuss employee strengths, areas for improvement, interests, goals, and organizational requirements. Prepare IDP - employee, in consultation with supervisor, completes plan for individual development.
There are no regulatory requirements mandating employees complete IDPs within the Federal Government. However, it is considered good management practice, and many agencies have developed their own IDP planning process and forms. While there is no one "correct" form for recording an employee's development plan,...
The IDP process requires communication and interaction between the supervisor and employee. It involves five phases: Pre-Planning - supervisor and employee prepare independently for meeting Employee/Supervisor Meeting - discuss employee strengths, areas for improvement, interests, goals, and organizational requirements
Individual development planning benefits the organization by aligning employee training and development efforts with its mission, goals, and objectives. When using an IDP, supervisors develop a better understanding of their employees' professional goals, strengths, and development needs resulting in more realistic staff and development plans.
Individual Development Plan. An individual development plan (IDP) is a tool to assist employees in career and personal development. Its primary purpose is to help employees reach short and long-term career goals, as well as improve current job performance.
Some of the benefits of an IDP are: Provide an administrative mechanism for identifying and tracking development needs and plans. Assist in planning for the agency's training and development requirements. Align employee training and development efforts with its mission, goals, and objectives.
Many agencies require IDPs for new and current employees. It is encouraged throughout many organizations. Many Federal agencies require their employees to complete an IDP, annually. All Senior Executives are required to have an Executive Development Plan (EDP) (5 CFR 412.401). Below are examples of agencies which have implemented IDPs, sample IDPs, ...
There are no regulatory requirements mandating employees complete IDPs within the Federal Government. However, it is considered good management practice, and many agencies have developed their own IDP planning process and forms.
IDPs are written schedules or plans designed Using an IDP is a systematic way of planning develop the specific skills and knowledge you may need. Rather than haphazardly spending time and financial resources on what may or may not be useful activities, the IDP gives both you and your supervisor the opportunity to set some developmental objectives and engage in those experiences that will support these objectives.
IDPs are extremely valuable because the process includes both your viewpoint and that of your supervisor. This process is a chance for your supervisor to find out about your goals and how you see yourself in the organization. It also implies a responsibility on your supervisor’s part: inpicture of your career possibilities, you need information on your organization’s long-and short-range plans, its stang needs, its need for particular skills, and what career ladders exist or are planned. You need feedback, too, on your strengths and weaknesses and goals. Your developmental goals are considered in so far as they are mission related and or congruent to your branch oce work product priorities. An employee’s supervisor is a key partner in the development and successful implementation of an employee’s IDP.
Developmental objectives are the areas that you choose to improve. Understanding the knowl-edge, skills and abilities (KSAs) of your job or the job that you aspire to is the first step to identify-ing your developmental objectives.