Individual development plan: example, concrete actions and goal

An individual development plan, an example of which we will consider below, is a tool through which the employee purposefully and systematically develops the necessary qualities and skills. The IPR itself is a specific document that specifies specific development goals and certain actions by which they can be achieved.

Benefits of the company

That is why in most modern companies each employee is drawn up an individual development plan. An example of such a document will be presented below. With its help, you can implement several tasks at once:

• The employee begins to follow his development more systematically and purposefully;
• Coordination of working goals and development goals is ensured;
• There are opportunities for control and self-control;
• Specific and general ideas of self-development are translated into the level of implementation of concrete actions;
• An analysis of their weak and strong points is carried out.

In the majority of cases, IPR is used by large companies as a tool for self-development of managers working in the personnel reserve. But this does not mean that it is ineffective as an independent technique, as with proper use it plays a very important role in improving the work of staff.

Benefits to employees

For an employee, an individual development plan, an example of which he gets in his hands, is advantageous as follows:

• It allows for timely preparation for any new projects, positions or upcoming changes in the organization;
• Self-organization is ensured, since, in the presence of IPRs, it is much easier to make any actions and events in their work or life plans that help achieve specific goals;
• Priorities are highlighted and accents are placed on which you need to pay attention in the process of development and learning.

Due to the systematic use of IPR, it is possible to determine the managerial potential of the company, as well as to forecast the main opportunities for its further development. Also, more experienced employees are involved in monitoring the development and learning processes. Knowing the individual development plan, an example of which is given to each manager, the company can engage in more accurate implementation of personnel policy.

In addition, with the help of IRP, the focus of efforts used within the company's strategy is ensured. Taking part in the preparation of IPR with the use of internal and external consultants, the company provides assistance to managers in prioritizing and placing emphasis during training and development in accordance with the chosen tactics.

How to make it?

To provide a real effect, using an individual development plan, an example of it should be a competent specialist with the experience and skills of doing such work. Basically, the compilation includes three main stages.

Preparation

The employee reviews the evaluation report (if it was conducted), and then receives and examines the main development-related recommendations from the manager, independently sets priorities for development, and consults with internal or external consultants if necessary. What should I do if I can not independently draw up a plan for individual development? An example of such a document may suggest a development and training specialist, who is present in the staff of most large organizations.

Compilation

The employee is engaged in filling out the table, indicating the priorities of his own development, and also draws a map of developmental activities, which clearly indicates when and how he will develop the necessary skills.

Harmonization

The consultant or supervisor reviews each individual employee development plan. Examples of such a document are widely available, so the employee will easily create it themselves. After that, the authorized person, if necessary, makes the necessary changes.

Statement

A ready-made individual employee development plan, examples of which can be found in specialized printed publications, agreed with the consultants, is sent to the heads or representatives of the HR department for final approval.

Spheres of development

Among the main areas of development, IPRs often specify the following:

• Skills development in the workplace. The employee is engaged in various changes in the work process, which can contribute to improving his competence.
• Perform special assignments or projects. After the individual employee development plan was drawn up (example above), the employee is entrusted with the execution of a project requiring an increased level of competence.
• Learning from the experience of other people. Monitoring of more competent employees is conducted, after which a new individual development plan for the specialist is filled. An example of filling can also be suggested by more experienced colleagues.
• Search for feedback. The employee discusses his own work with his subordinates and colleagues, considering it from the point of view of his competence.
• Self-study. An in-depth analysis of their work is conducted, after which the employee independently looks for some more effective solutions that could improve his work in the company.
• Trainings. The person takes part in various training programs.

Thus, this tool is universal. Some people even make up an individual plan for the development and life of the child. An example of such a document will prompt psychologists, doctors and many other specialists.

What should be an example?

IPR often includes a certain list of activities necessary to develop specific skills of the specialist. Depending on the scope of the organization and its scale, such a list can be extremely diverse and, in addition to other data, include the following:

• Direct training of new skills in their organization, as well as getting them outside of it;
• Participation in any projects where an employee can gain valuable experience;
• Rotation of staff;
• Conducting an internship;
• Mentoring, mentoring and coaching;
• Performance of any additional assignments, tasks and roles;
• Passing optional or mandatory certification.

In the majority of cases, development plans do not include any tasks that relate to the achievement of specific KPIs or specific targets.

Timing

For beginners, in the majority of cases, it is customary to establish plans for a period of about six months, and for already working employees this time interval can reach a year. For HiPOs or employees with high potential, such a plan can be drawn up immediately for a period of three to five years.

At best, the provision on training of personnel or some other document should include not only the steps of the career ladder, but also the criteria for assessing the professional skills and knowledge of the specialist. Thus, employees together with the manager can assess the current competence and determine what needs to be developed to achieve the next career step.

Development of civil servants

In practice, it has been repeatedly proven that the use of IPR in government structures is an integral part of managing and improving staff performance. With the help of this tool, a significant increase in the professional bar of a specialist is provided, which is important not only for the employee himself, but also for the state agency in which he works.

An individual plan for the development of a specialist, an example of which you can see in the article, is a document that describes the main development goals and a certain list of actions necessary for the performance of civil servants. At the same time, the approval and approval of such documents differs somewhat from the above procedure.

How are they made up?

To begin with, an example of an individual development plan for a leader or an employee is drawn up. In accordance with the regulations, it should be developed for approximately three years.

If a person enters the civil service, the individual development plan indicated by him passes approval. This procedure is conducted by the management of the organization for three months after the official was appointed to his post.

When an individual plan for the professional development of a civil servant is drawn up (an example of a document is available at any enterprise), it must include the following characteristics of the person:

• education;
• Experience in their profession;
• Quality of knowledge, skills and abilities;
• Personal aspirations.

This is only the main list of information that is taken into account when drafting this document. Individual plans for the development of civil servants, an example of one of which is given in the article, includes an indication of the form, goals, types and duration of the additional education, as well as its main direction and the expected effect.

How are they affirmed?

The approval of such documents is handled by the heads of bodies or individual units, depending on the category of a civil servant.

The preparation of the IPR is carried out in two copies, with one of the forms sent to the personal file of the employee, while the second is issued to him in his arms. That is why when an individual development plan is drawn up, an example of filling should be necessary so that you do not make any mistakes and the corrupted document was not entered in your personal file.

To the dreams of an employee about any titles, academic degrees or internships abroad become more real, he must, under the strict guidance of his immediate supervisor, draw up his own development plan for the next three years. Therefore, you can always motivate your employees with potential development within the company, constantly showing that they still have much to grow.

What does it include?

An example of an individual plan for the professional development of a civil servant is primarily a specific list of activities aimed at the managerial and professional qualities of the employee. The main types of such events are the following:

• Teaching. They are directed at ensuring that the employee receives some new knowledge that can be useful to him in the performance of his immediate duties.
• Developing. Used to improve a person in his professional field and gain new skills. Thanks to such activities, the employee covers new horizons of his work and can perform a wider range of tasks.
• Fasteners. Activities designed to develop skills that an employee already has or recently received.

It should be noted right away that examples of an individual development plan for a competence officer should be separately drawn up for each specialist, since the main task of this document is to determine personal differences between what level of professional competence an official has at the moment and what is needed from him for Higher positions.

The basis for the preparation of IPR is a number of evaluation procedures, which also include a personal interview of the chief with the employee himself. In each individual case, the imprint is also imposed by the specifics of the civil servant's activity, as well as the position held by him.

What do I need to know?

In the standard version of the plan, the individual development plan includes three basic elements that will develop from the civil servant: skills, knowledge and skills. The toolkit that will be used in the process of implementing the compiled individual development plan can have an extremely wide spectrum, and its list directly depends on the results of the assessment of the capabilities of a particular specialist.

Quite often, individual plans for professional development include visits to various external or internal trainings aimed at improving skills, as well as all sorts of tasks that are mostly managerial in nature. As a separate item, the main elements of the internship are indicated, as well as the level of complexity of the official tasks delegated to this official. Basically, they are much more difficult than those that they met in the performance of standard duties.

Main aspects of compilation

In the process of drawing up an individual plan, not only the education of the employee and his personal goals, but also the tasks of the relevant structural unit are taken into account. In other words, the knowledge that the employee is going to get should be relevant to his job. It should be noted that a civil servant has the opportunity to receive additional professional education, not only with a partial separation for up to three working days a week, but even with a certain total separation from the performance of his immediate duties.

As the main directions of additional vocational education, you can specify:

• Legal;
• Administrative;
• Planned financial;
• Organizational and economic;
• Language;
• Information-analytical.

And all this is just a basic list of directions that can be included in the individual plan of the official. For example, some specialists may indicate in their plan the need to learn a foreign language, and this is really required by most of them. There are also a number of other activities aimed at professional development of civil servants, among which are the following:

• Post-graduate training;
• Higher education;
• Participation in symposia, scientific and practical conferences, round tables and other events.

Among other things, today the desire for self-development is highly welcomed, which also needs to be taken into account.

The Personnel Service of a particular agency is developing an example of an individual development plan for the head. It should every year be engaged in the formation of applications for training for civil servants within the limits of an accessible state order for the conduct of advanced training, internships or professional retraining. At the same time, a civil servant can indicate that, for example, he has been assigned English language courses in the spring, he will report at a specialized scientific conference on law in the summer, and in the autumn he needs to go to Albion to attend a training session on effective personnel management . It is worth noting that in this case, the civil servant spends nothing to obtain the necessary knowledge, and visits to such events are fully paid from the state treasury.