Individual Development Plan
INDIVIDUAL DEVELOPMENT PLAN
Name: ________________________________
Manager: _________________________
Position: ______________________________
Date: ____________________________
Date in Current Position: _________________
Section A: Career Plan
Personal Mission Statement
Short-Term Career Goals (1-2 years)
Area of Interest / Position Title
Competencies/Skills/ Knowledge Needed: (areas I need to develop)
Long-Term Career Goals (3-5 years)
Area of Interest / Position Title
Individual Development Plan Template.doc
Revised xx/xx/xx
Competencies/Skills/ Knowledge Needed: (areas I need to develop)
INDIVIDUAL DEVELOPMENT PLAN
Strength to Leverage – select at least one strength to continue to build upon …show more content…
Refer to the "Core Values" worksheet tab within the Excel spreadsheet for definitions of each value being assessed. The definitions are intended to help you consistently evaluate how your employee lives the values. NOTE: Please leave the columns blank if you have concerns about whether or not your employee regularly displays a value and address your concerns in the "Development Needs" section of the form.
Success Inhibitors
As part of the annual Talent Review process, we will proactively discuss and address potential negative behaviors in our talent. Use this section to identify any objective and measurable negative behaviors that could keep the individual from fully utilizing their strengths and may negatively impact their success or potential career advancement.
Attitude Survey Engagement Results:
Enter the employee's department attitide survey results (if applicable) engagement results for the last three years, with the most recent results listed first. Use the comments section to indicate any special circumstances related to the results …show more content…
• Publicly celebrates the successes of others and helps them view failures as opportunities to learn and grow.
• Is not considerate of the time or feelings of others; may "play favorites"; is more subjective than objective when making decisions.
• Does not play favorites; treats each person with respect and consideration; takes an objective and fair approach to resolving problems and conflicts.
• Is completely open in daily work, modeling expected behaviors demonstrating personal accountability and sound ethics.
Demonstrates Business and Technology Acumen
Rating:
Understanding market pressures that drive the company's business. Understanding and applying knowledge of factors relating to finance, profit/loss statements and other financial documents in order to build a comprehensive business plan for own group. Having knowledge of supply chain, distribution, operating systems and processes (both IT systems and people management), and other factors that effect profitability.
No Action
Taken to
Improve
0
Below Expectations
1
Somewhat Meets
Expectations
2
Meets Expectations
3
More than Meets
Expectations
4
Exceeds
Name: ________________________________
Manager: _________________________
Position: ______________________________
Date: ____________________________
Date in Current Position: _________________
Section A: Career Plan
Personal Mission Statement
Short-Term Career Goals (1-2 years)
Area of Interest / Position Title
Competencies/Skills/ Knowledge Needed: (areas I need to develop)
Long-Term Career Goals (3-5 years)
Area of Interest / Position Title
Individual Development Plan Template.doc
Revised xx/xx/xx
Competencies/Skills/ Knowledge Needed: (areas I need to develop)
INDIVIDUAL DEVELOPMENT PLAN
Strength to Leverage – select at least one strength to continue to build upon …show more content…
Refer to the "Core Values" worksheet tab within the Excel spreadsheet for definitions of each value being assessed. The definitions are intended to help you consistently evaluate how your employee lives the values. NOTE: Please leave the columns blank if you have concerns about whether or not your employee regularly displays a value and address your concerns in the "Development Needs" section of the form.
Success Inhibitors
As part of the annual Talent Review process, we will proactively discuss and address potential negative behaviors in our talent. Use this section to identify any objective and measurable negative behaviors that could keep the individual from fully utilizing their strengths and may negatively impact their success or potential career advancement.
Attitude Survey Engagement Results:
Enter the employee's department attitide survey results (if applicable) engagement results for the last three years, with the most recent results listed first. Use the comments section to indicate any special circumstances related to the results …show more content…
• Publicly celebrates the successes of others and helps them view failures as opportunities to learn and grow.
• Is not considerate of the time or feelings of others; may "play favorites"; is more subjective than objective when making decisions.
• Does not play favorites; treats each person with respect and consideration; takes an objective and fair approach to resolving problems and conflicts.
• Is completely open in daily work, modeling expected behaviors demonstrating personal accountability and sound ethics.
Demonstrates Business and Technology Acumen
Rating:
Understanding market pressures that drive the company's business. Understanding and applying knowledge of factors relating to finance, profit/loss statements and other financial documents in order to build a comprehensive business plan for own group. Having knowledge of supply chain, distribution, operating systems and processes (both IT systems and people management), and other factors that effect profitability.
No Action
Taken to
Improve
0
Below Expectations
1
Somewhat Meets
Expectations
2
Meets Expectations
3
More than Meets
Expectations
4
Exceeds