Individual Development Planning Presented by: Randy Bergquist Assistant Director,

1. Individual Development Planning Presented by: Randy Bergquist Assistant Director, Learning and Workforce Development Human Resources Staff Justice Management Division

2. 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

3. Development and the Adult Learner • Ways People Learn • By Doing (Through Practice) • Through Observation • Through Imitation (watching and then performing) • Through analysis and conceptualization

4. 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

5. 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

6. 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

7. Preparing Your Individual Development Plan

8. 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

9. 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

10. Setting Goals • Specific • Measurable • Achievable • Realistic • Timeframe

11. 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

12. Goal Selection • Consider other commitments: family; current work schedule; community obligations • Review previous learning experiences • Know your organization • Be honest with your self-appraisal

13. Advancing Your Career • Career Constraints • Professional Constraints • Occupational Limits • Lack of Qualifications • Organizational Constraints • Promotion Freeze • Staffing Pattern Ceiling • Personality Conflicts • Promotion Paths

14. 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

15. 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

16. Developmental Resources and Opportunities • Classroom training • Job rotation/developmental detail • e-learning/computer based instruction • On-the-job training • Self-study • Field trips • Reading

17. 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

18. IDP Process Strengths Org. needs Current Job Standards Short term goal Employee Supervisor Needs Long term goal Future needs Current Performance Employee-Supervisor Meeting IDP

19. 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

20. Questions and Answers