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Individual Development Plans (IDPs) are tools that managers and employees can use to increase performance, engagement, and retention. IDPs create alignment between the employee Position Description (PD) and developmental activities that are selected through collaboration between leaders and employees.
IDPs are different from annual performance plans. IDPs are less formal and are therefore more flexible. Employees and managers can start or end IDPs at any time and use them to guide development in any topic that appears on the PD.
There are two documents that provide guidance on this two-step process. The DHR Competency Model - Applying the Model describes the process of analyzing the PD to select competencies and proficiency levels. Determining the difference between the competency level that is required for the position and the competency level that the employee demonstrates is the main part of analysis. When leaders and employees agree on the gap between required and current proficiency level, the next step is to develop the IDP.
The document DHR Competency Model - Creating an Individual Development Plan (IDP) provides an easy to follow process to create an IDP. The main part of developing the IDP is to define the desired performance of the employee in the selected competency and then identify activities that will be completed to help the employee achieve the desired level of performance. Both of these documents were developed by the Consulting Services team in the Department of Human Resources. If you have any questions about the process to create an IDP, contact Consulting Services at
[email protected]
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Recommendations for Creating IDPs:
Follow the guidance in the two documents:
Although the process of competency analysis and developing IDPs is flexible, it is important to follow the intent and general process that has been defined by Consulting Services. IDPs establish an agreement between leaders and employees. Following the guidance that has been provided will help to avoid creating problems and ensure that the IDP is actionable and contributes to employee success.
Collaborate:
The most important aspect of creating IDPs is collaboration between leaders and employees. The IDP is an agreement that is intended to build competency in employees so they can meet or exceed the requirements defined in the PD. The discussion around clarifying performance needs, identifying competencies, proficiency levels, and choosing activities that the employee will complete, is the reason IDPs work. This process requires leaders and employees to have a detailed conversation about needs and how they will be fulfilled. Not only does this process deliver results in performance improvement, it helps leaders and employees practice good communication and creates accountability related to completing the agreed upon developmental activities.
Align to the Position Description:
The PD defines the requirements of employees who occupy the position. Supervisors and employees should start the process of creating IDPs by reviewing the employee PD to identify content from the Job Duties section that can be used to guide the selection of necessary competencies and developmental activities.
This provides definitions of each competency, describes proficiency descriptions for each competency, and aligns competencies with classes that are available to purchase through the COE. Using this document greatly simplifies the process of creating an IDP, because it has most of the information you need in one place.
In summary, IDPs are one of the best tools that employees and supervisors have within the State to increase performance, engagement, and retention. This article provided the information needed to develop IDPs. The next step is to get started. Let us know if you need any help.
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