The Individual Development Plan (IDP) is what pulls
it all together. You will use the assessments and targeted positions from the
previous sections to establish realistic career goals that match your interests,
desires, knowledge and abilities. IDPs are tailored to your special needs and
circumstances. They can help you improve your current job performance,
focus on career development for your future career goals, and they can be used
to enhance personal development. A sample IDP plan is
included on this page.
An IDP is a written plan designed by the employee with their
supervisor’s input to meet his/her career goals. They provide a vehicle for
employees to identify and plan developmental training and to gain work related
experience for the IDP’s targeted positions. There primary purpose is to assist
employees to accomplish achievable goals, assess their particular strengths and
weaknesses, and evaluate plan progress. IDPs are used to develop both
short term and long term career goals. There are many options available to
pursue your goals such as:
- Developmental Assignments
- Specific Work Tasks
- Correspondence Courses
- On-line Training
- Computer Based Instructions
- Lateral Assignments and Details
- Temporary Promotions, and
- Formal Training if available
It’s also important to develop alternative plans. A signed IDP doesn’t
guarantee that an agency will be able to fund your plan. If funds aren’t
available for formal training or to fund a lateral detail be prepared with
alternative strategies such as correspondence courses, on-line training, or
local mentoring.
You are not in this alone. Your supervisor is there to assist and help you
develop realistic and achievable goals that will support the agencies strategic
plans. Supervisors can also approve training and developmental assignments. Once
you notify your supervisor that you want to develop an IDP he too will prepare
for your first meeting by reviewing your current job standards and position
description. He/she must also look at the organization's long term needs and
consider proposed changes and demographics. Supervisors are there to assist the
employee to develop both short and long term goals and to provide available
resources that will help you gain the required knowledge, skills, and abilities.
Take Charge of Your Federal Career (Study Guide) explores IDPs in detail with
outlines and special forms that you can use to develop your plans.
Several of the key forms from the Study Guide are available in Microsoft Word
files on this site. Feel free to use them to assess your personal situation and
complete your IDPs. To obtain all of the planning forms and checklists purchase
a copy of the Study Guide.
- A Career Development Checklist
- The IDP process
- Evaluating your present position
- Goals and Objectives
- Suggested developmental activities
- IDP Developmental Worksheet
IDPs are not mandatory except for certain supervisory and development
programs including perspective Senior Executive Service (SES) applicants.
However, all agencies encourage employees to participate in the IDP process. It
is, however, required that all supervisors advise, discuss, and participate in
the development of IDPs with all of their employees who do not specifically
decline it. Supervisors are also required to: Brief all of their employees
about the IDP process through all-hands meetings or one-on-one sessions.
Provide every opportunity to each employee to participate in this program.
This is also a good time to start planning for your retirement.
Visit www.federalretirement.net
for comprehensive retirement planning guidance. You can also request a
"FREE Personal
Retirement Benefit's Summary" from a retirement specialist that will
assist you with your retirement plans.
Download
a
Microsoft IDP Form template to start your plan.
Save the form to
your hard drive and use it to develop your personal plan.
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SAMPLE
INDIVIDUAL
DEVELOPMENT PLAN
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Employee
Name
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SSN
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Series/Grade
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Position
Title
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Organizational Element
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Supervisor’s Name
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Jane Doe
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xxx-xx-xxxx
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GS-318-7
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Secretary
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District Office XXX
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Mary Smith
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Section I - CAREER GOALS
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Short-Term Goals (1-2 Years)
To develop the skills and knowledge required to
perform effectively at the entry level program analyst position.
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Long-Term Goals (2-5 years)
To advance to the GS-343-12 Program Analyst
position.
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Section II - INDIVIDUAL DEVELOPMENT PLAN
(Completed by Supervisor & Employee)
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Development Objectives (KSAs) needed to reach
goal
Review the GS-343-9/11 Analyst Position duties.
Learn the budget process and understand basic
budget analysis
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Developmental Assignments, etc., including
target completion dates.
Call HR by 6/15/06 for a copy of the X-118s and
look online for open job announcements to review.
Date completed: 8/19/06 (Contacted Beth
Franks (extension 2343) at Regional Office)
Volunteer for an office government purchase credit card and work with
the budget analyst to learn object classification codes plus expenditure
tracking.
Date completed: 3/05/07
Detail to budget analyst assistant position to
assist with end of year close-out and validation. (Pending detail
availability)
Date completed: ________
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Other Activities
Talk with office analyst. Conduct an informational interview with at
least one other analyst by 10/15/06. (Use information Interviewing
Techniques outlined in
workbook.)
Date completed: 2/17/07
Program Planning, Analysis, and Evaluation (4 day OPM Workshop).
Date completed: ________
Review the agency budget Directive Order 2500 by 1/15/07.
Date completed: 3/05/07
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Section II - Individual Development Plan (Continued)
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Developmental Objectives
Improve communications skills, writing and oral
presentations
(Attain Competent Toastmaster)
To understand and analyze the staffing process and program.
Develop organizational abilities
Improve automation skills. Learn Microsoft Word/Access/Excel.
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Developmental Assignments
Join local Toastmasters Group to improve oral communications skills.
Date completed: 9/3/06
Attain Competent Toastmaster status.
Date completed: 8/05/07
Assist manager with staffing chart revisions.
Date completed: ________
Setup internal suspense system for my work area immediately.
Date completed: 9/15/06
Read “How to Organize Meetings” by 8/15/06.
Date completed: 9/20/06
Sign up for free agency on-line training for
Microsoft Office by 10/15/06.
Date completed: 7/9/07
Volunteer for 120 detail/temporary promotion to
GS-343-7, Analyst position by 6/1/07. (Pending detail availability)
Date completed: ________
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Other Activities
Learn VISIO Org chart software program by 7/15/08.
Date completed: ________
Order daily planner by 10/15/06 and use it to track action items and
activities.
Date completed: 11/05/06
Purchase a iPhone with scheduler by 1/15/08 and enter all office recurrent meetings
and reports, action items, and contact information. (Pending
availability of funds)
Date completed: ________
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Section III - Formal Training and Accomplishment Schedule
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Remarks
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Formal Training (e.g. interagency, out-of-agency,
private sector, correspondence, etc.)
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Projected Cost
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Target Completion Date
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Actual Completed Date
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One of the key duties of target position (Funds
approved - 10/15/03)
Supports organizational abilities development
Evening College Program. Agency will reimburse up
to $500 if final grade is C or better.
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USDA Graduate School Course 43AP (Federal Budget
Process) 2 days
Enroll immediately.
USDA Graduate School Course 45HK (Time Management)
2 days
Dec. 5-6, 2003 Harrisburg, PA.
Sign up for evening college course in Budget
Execution starting September 2007. (No agency funds available this
semester)
RMC Campus.
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$395
$465
$900
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1/06
6/08
5/08
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4/07
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Employee’s signature
Date
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Employee’s Supervisor’s signature
Date
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Note: This IDP is
subject to change depending on availability of funds, courses, and
candidate’s requirements.
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Division/District Manager’s signature (optional)
Date
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