INDIVIDUAL DEVELOPMENT PLAN (IDP) A quick and simple “how to” guide for Supervisors, managers and employees “Continuous learning is a life-long journey!“

Let’s Discuss Your IDP… What Is It? When, Why and How IDP Form Supervisor’s Role Employee’s Role Additional Information…

What Is It? Page 1 of 2 An employee/supervisor collaboratively developed document initiated and prepared by the employee’s supervisor A written plan for developing knowledge, skills, and competency an employee needs or desires A way to organize and set priorities for learning and development experiences that will help an employee:  Improve their job performance  Manage their career development  Prepare for another job or position  Prepare for increased responsibility

What Is It? Page 2 of 2 IDPs help you… Identify skill/knowledge requirements of the job Help to improve your staff’s performance Reinforce short and long-term goals Place emphasis on career objectives Identify necessary resources Aid in the budget process

When, Why and How When… IDPs should be prepared for new employees and those who are transferred, promoted, or otherwise experience significant job change IDPs should be updated annually, concurrent with the annual performance appraisal process Why… Human Resource development requirement as specified in BUPERS- INST , and applicable Program Standards How… Employee and supervisor collaboratively identify training and certification requirements and needs applicable to the employee’s current job; where the Program is going; and the direction the employee wants to develop

INDIVIDUAL DEVELOPMENT PLAN (IDP) Privacy Act Statement: The employee and supervisor fill out this form. The Social Security Number (SSN) is collected under the authority of Executive Order 9397 (November 22, 1943). That order requires agencies to use the SSN for the sake of economy and orderly administration in the maintenance of personnel records. The SSN is being included on this form so that the other personnel processes that require this form may be associated with the proper employee. The record is used solely for that purpose. 1a.Name (Last, First, Middle Initial) 1b.SSN: 2. Current Position Title, Series and Grade:  Regular Full Time  Regular Part Time  Flexible Schedule  Other ________________ 3.Organization:4.Date of Appointment to Position: 5.Performance Period for IDP: 6.Developmental Training to Accomplish Objectives/Goals: Fill in all three tiers as applicable. (Courses/training needed to obtain job competencies in support of goals/objectives, and target completion dates.) a.Tier I - Required (Customer service, MWR Manager, EMC/LSFM, NAVOSH, anti-terrorism, first aid, CPR, etc.) b.Tier II - Technical (Management, supervisory, job-specific operational training, etc.) c.Tier III - Professional (Academic coursework, conferences, seminars, career development, etc.) Fitz, Mark J NAS Anywhere MWR Dept Bldg 450 Hometown, NJ Rec Assistant (Lead Instructor/Lifeguard) Series NF2 6 May Sept 2005 – 1 Oct 2006 MWR Managers’ Course – 2 nd Qtr Leadership Skills for Managers (LSFM) – 4 th Qtr Star Service (CfES) – 1 st Qtr Facility Opening / Closing Procedures (OJT) Emergency Procedures (OJT) – 1 st Qtr Aquatic Facility Operators (AFO) course Work toward degree requirements at State University – each semester Top half of form…

7.Long-term Personal Developmental Goals: (Next 3-years and beyond.) 8.Remarks: 9.Employee’s Signature: (Concurred by employee) Date: 10.Supervisor’s Signature: (Concurred by supervisor) Date: NAVPERS 5300/17 (Rev 03-06)Page 3 of 3 Mark Fitz Renew WSI, WSIT, Lifesaving and CPR certifications as required. Aquatic Facility Operators Instructor Certification – March 2007 Present education/training sessions at NRPA National Aquatics Conference – Annually in March Complete Rec Admin B.S. requirements at State University – Nov 2009 Certified WSI and WSIT 20 Sept 2005 Suzie Boss 20 Sept 2005 INDIVIDUAL DEVELOPMENT PLAN (IDP) Bottom half of form…

Supervisor’s Role Employees should expect your help in: Understanding the IDP process and its purpose Identifying their strengths and weaknesses in performing their current work assignments Pinpointing areas where they could take greater responsibility Finding possibilities for career progression in their current jobs and work organization Obtaining access to learning resources Identifying non-traditional learning opportunities such as coaching, mentoring, self-directed studies, and shadowing Ensuring completed training is recorded in the employee’s Official Personnel File (OPF)

Supervisors should expect employees to: Set goals and objectives that will benefit your organization as well as enhance his or her career Research ways of meeting personal career goals and enhancing work performance Evaluate his or her own progress and keep you informed Ensuring training and certifications are entered in Official Personnel File (OPF) Employee’s Role

Additional Information For more information on Individual Development Plans, check out the MWR Managers’ Desk Reference, Task 6.5 – Train/ Develop Staff Task 6.5 includes step-by-step procedures, information and examples on: – Solving Performance Problems – Writing Job Aids – Developing and Conducting OJT – Individual Training Records – Cumulative Record of Training (NAVPERS 5300/16) See “IDP Overview” at

That’s all for now… Suggestions and requests to: Commander, Navy Installations Command (CNIC) F&FR Training Branch, N947 Millington, TN Com: (901) DSN: Your career deserves your attention, now. Is your IDP up-to-date and in use?