1. What is it? A personal action plan, jointly agree to by you and your supervisor that identifies competencies to develop and short or long term goals. Individual Development Plan (IDP)

2. IDP Address strengths / talents Provide new skills and knowledge Not an improvement or corrective action plan

3. Development Activities 70% of development occurs “on the job” 20% is relationship based 10% occurs through formal training or reading

4. Development Activities Shadowing a job Mentoring Distance Learning (ie: Lynda.com) Assignment to a project team Cross-training New supervisory responsibilities Involvement in outreach activities and events Rotation to a different project Temporary or new assignments within the same job Class or courses, certification

5. Competencies Competencies are what people need to be successful in their jobs. Job competencies are not the same as job task. Competencies include all the related knowledge, skills, abilities, and attributes that form a person’s job. This set of context-specific qualities is correlated with superior job performance and can be used as a standard against which to measure job performance as well as to develop, recruit, and hire employees.

6. Competencies Vs. Task Task: Complete payroll documents 2 hours before deadline Competency: Process Management, good at figuring out the processes necessary to get things done; knows how to organize people and activities, and how to separate and combine tasks into efficient work flow. Task: Become a team member of the business processes subcommittee and assist with creation of website and handbook for division Competencies: Process Management, Business Acumen, Customer focus, Building effective teams

7. Competencies Vs. Task Task: Increase program participation and retention by 10% Competency: Strategic Agility, sees clearly ahead; can anticipate future consequences and trends accurately;…can create competitive and breakthrough strategies and plans. Task: Lead hiring and selection committee Competencies: Hiring and staffing, sizing up people

8. Name Position Supervisor Development competency 1Development competency 2 Competency: Strength to Leverage or Area to Develop Process Management, good at figuring out the processes necessary to get things done; knows how to organize people and activities, and how to separate and combine tasks into efficient work flow. Development Activity / Action Steps Attend payroll/timesheet workshops and updates as provided by central HR. Meet with business associates and review payroll process. Develop communication strategy with associates to improve payroll process Outcomes– Examples of things learned or goals accomplished Payroll documents complete 2 hours before deadline 90% of monthly payroll deadlines are met. DDCE Individual Development Plan