career plan
SUPERVISOR’S GUIDE TO
INDIVIDUAL DEVELOPMENT PLANNING
Introduction
As rapid change continues to affect GSFC and its workforce, employees and their supervisors are coming to grips with issues involving career planning and human resources utilization. Some individuals are being asked (or encouraged) to acquire new skills and “refocus” their careers. Supervisors and managers are being asked to fully utilize their existing employees, which requires more coaching and mentoring on their part.
This Guide is designed to help supervisors achieve a “vital and effective workforce” through a strong human resources development approach. Consequently, supervisors will be better able to assist their employees with their individual development planning.
It would be helpful for supervisors to refer to the accompanying “Employee Guide to Individual Development Planning” for an understanding of relevant questions and issues facing employees as they plan their development. The process used in both guides is designed to culminate in a useful Individual Development Plan (IDP) for the employee that the supervisor is committed to support.
The following pages contain an outline of a four-step human resources development process, with follow-up worksheets for each step. The worksheets for Step 2A and 2B are intended to be copied so that they can be completed on individual employees.
For further assistance, contact Gary Dzurec at x6-8851.
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QUOTES ABOUT CHANGE
“Plan for the future. People who stay in the present will be in the past.”
Abraham Lincoln
“Our moral responsibility is not to stop the future, but to shape it...to channel our destiny in humane directions and to ease the trauma of transitions.”
Alvin Toffler
“The fates guide those who go willingly; those who do not, they drag.”
Seneca
“Career: No longer a trip, but rather a journey.”
William Bridges,
Surviving Corporate
INDIVIDUAL DEVELOPMENT PLANNING
Introduction
As rapid change continues to affect GSFC and its workforce, employees and their supervisors are coming to grips with issues involving career planning and human resources utilization. Some individuals are being asked (or encouraged) to acquire new skills and “refocus” their careers. Supervisors and managers are being asked to fully utilize their existing employees, which requires more coaching and mentoring on their part.
This Guide is designed to help supervisors achieve a “vital and effective workforce” through a strong human resources development approach. Consequently, supervisors will be better able to assist their employees with their individual development planning.
It would be helpful for supervisors to refer to the accompanying “Employee Guide to Individual Development Planning” for an understanding of relevant questions and issues facing employees as they plan their development. The process used in both guides is designed to culminate in a useful Individual Development Plan (IDP) for the employee that the supervisor is committed to support.
The following pages contain an outline of a four-step human resources development process, with follow-up worksheets for each step. The worksheets for Step 2A and 2B are intended to be copied so that they can be completed on individual employees.
For further assistance, contact Gary Dzurec at x6-8851.
- 1 -
QUOTES ABOUT CHANGE
“Plan for the future. People who stay in the present will be in the past.”
Abraham Lincoln
“Our moral responsibility is not to stop the future, but to shape it...to channel our destiny in humane directions and to ease the trauma of transitions.”
Alvin Toffler
“The fates guide those who go willingly; those who do not, they drag.”
Seneca
“Career: No longer a trip, but rather a journey.”
William Bridges,
Surviving Corporate