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EDUCATIONAL SERVICES
CAREER DEVELOPMENT
CAREER DEVELOPMENT FOR CIVILIAN PERSONNEL
INDIVIDUAL DEVELOPMENT PLAN (IDP)
Preparing to Create an IDP
Once you have finished the career goal identification and career development planning stages, you can prepare an IDP. Preparing an IDP should include an outline of broad developmental objectives based on review of past performance ratings and career counseling sessions. You should collect Information on the availability of developmental experiences to meet these objectives.
Factors that will affect your IDP include:
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how long you've been on the job
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whether you're in a job in your desired field
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how affected you are by program changes
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whether your job (or field) is affected by technological changes
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whether you're participating in a formal training program (e.g., upward mobility or career intern)
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whether you need to improve certain aspects of your job performance in your current position.
Prepare for your IDP interview by thinking through and clarifying career goals, plans, and developmental needs (both short- and long-range). It is helpful if you also prepare a list of self-developmental activities that could be undertaken to fill in any self-perceived gaps in background, knowledge, skills, experience, and education.
IDP Planning Interview
In the IDP interview, you will discuss with your supervisor the key areas of the job and pinpoint the significant future needs of the job. You should discuss which knowledge and skills you need to develop and then outline ways in which planned work experiences, education, or training can help meet those needs.
Implementing the IDP
Once the IDP is signed by you, your supervisor, the reviewer, and the approving official, you should take immediate steps to accomplish the scheduled on-the-job (OJT) training and formal courses. This phase of the process will be easier if you and your supervisor have prepared a realistic plan. The plan should be reviewed and updated to allow for changes in course schedules or better opportunities that might arise for individual development.
The final step is to monitor progress toward completing the scheduled training and to evaluate results as a basis for developing the next plan. Your supervisor will likely assess your performance during OJT and formal coursework to determine the extent to which training objectives have been achieved. Evaluation results can be used to determine the need for further training or to assess the effectiveness of the training completed.
The process of preparing and implementing an IDP should be an ongoing part of the development process between you and your supervisor. By planning your professional development, you are more likely to attain your professional goals. You (with or without your supervisor) need to review your IDP periodically. Whether quarterly, bi-annually, or annually, you should update and modify your IDP to reflect your progress and changing circumstances. You may find your supervisor will tie IDP reviews to the existing performance appraisal system.