Individual Development Plan framewr.pptx

A Competency Individual Development Plan (IDP) helps employees enhance their skills and competencies based on current performance and future career aspirations. Here's a basic structure for a Competency IDP:

1. Employee Information
Name:
Role/Title:
Department:
Supervisor:
2. Assessment of Current Competencies
Identify the key competencies relevant to the employee’s role. These may include technical, managerial, or soft skills.
Rate current proficiency (using scales like 1-5, 1-10, etc.).
Self-assessment or supervisor feedback.
Competency Current Level Target Level Comments/Notes
Communication 3 5 Needs improvement in public speaking
Problem-solving 4 5 Strong but can benefit from more analytical tools
Leadership 3 4 Further development in team management needed
3. Development Objectives
Set specific, measurable, achievable, relevant, and time-bound (SMART) goals to address gaps.
Example: "Improve public speaking by attending 2 advanced communication workshops within the next 6 months."
4. Development Activities
On-the-job learning: Take up relevant projects or shadow experienced colleagues.
Training programs: Enroll in specific courses, workshops, or certifications.
Mentorship: Partner with a mentor or coach for guidance in certain competencies.
Self-learning: Access online resources, books, or podcasts related to key skills.
Activity/Task Timeline Resources Needed Success Indicators
Attend leadership workshop 3 months Online course Lead a team project effectively
Complete advanced Excel course 2 months Company-provided Deliver improved reports
5. Evaluation & Feedback
Regular check-ins with supervisors to assess progress.
Adjust IDP based on performance and evolving business needs.
Set periodic reviews (quarterly or biannually).
This approach provides a clear path for employee growth, aligns with organizational goals, and supports long-term career development.

1. IDP Framework

2. Objective IDP is a structured tool designed to help  To identify long and short-term goals, specific to skills and interest To design action plan to address competency gaps to reach goals To set target progress and mark timelines  To structure productive conversation with mentors to develop plan

3. 3 Organizational Need Passion Competence What does the Organization Need  What do I love doing ?  What am I great at ? What is important to learn or get better at ? What do I want to do ? IDP ingredients 

4. Suggested L&D Model

5. IDP - Focus Areas suggestive 

6. On the Job Learning – Focus areas  Expand the scope of work Take on new responsibilities Increase span of control Increase decision-making authority Gain exposure to other departments/roles Work with a recognized expert Take part in project or working group Participate in coordinated role swaps or secondments Take on stretch assignments Increase interaction with senior management, e.g., meetings, presentations Make time for day-to-day research and reading Assume leadership activities, e.g., lead a team, committee membership, executive directorships

7. Social Learning  Coaching & Mentoring  Seek informal feedback and work debriefs Seek advice, ask opinions, sound out ideas Obtain coaching from manager/others Use manager/report 1-to-1 meetings for reflection  Take on a mentoring role/get a mentor Engage in reverse mentoring Teach colleagues how to do a component of their jobs Establish or join online professional communities

8. Formal Training Programs Classroom training  Coursework Certifications