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Individual Development Plans
An IDP is a tool cooperatively developed between a supervisor and an
employee, in which development and training needs of the employee are
forecasted and scheduled in order to enhance the employee’s competencies.
IDPs are a useful tool for employee development because they provide:
- a logical and structured framework for assessing the needs of both
the individual and the organization;
- a method for organizing developmental experiences instead of haphazardly
committing both time and money on what may or may not be useful experiences;
and,
- a best merger of individual goals with organizational needs.
IDPs help the employee and manager identify training needs that address
mandatory training, essential competencies, legal requirements, career
development and professional growth. It allows the employee and supervisor
to focus limited resources in the area of greatest need. This cooperative
process is the important part of individual development planning -- not
what form is used. The process may also help an employee identify areas
of growth outside the job (e.g., parenting skills) that are important
to that individual, and which they may pursue independently of the agency.
The major benefits of using an IDP to track employee development are:
- IDPs aid managers, supervisors and employees in identifying the competencies
(knowledge, skills and abilities) needed for their current position.
- IDPs help employees plan for future career development.
- IDPs help in employee retention and morale.
- IDPs increase the employee's level of commitment to the organization.
- IDPs help supervisors and managers forecast training costs and needs.
For answers to specific questions concerning IDPs, click on the links
below:
How do I create an IDP?
How do I find sources of training?
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