National Marine Fisheries Service
July 17, 2002
Work Plan: Promote Department of Commerce Individual Development Planning Program
Issue: Many employees and supervisors are not aware of the existing Department of Commerce (DOC) Individual Development Planning Program. This lack of awareness or understanding of its potential benefits to the agency and how to implement such a program has caused a lack of utilization of the program.
Background: The Individual Development Plan (IDP) is a voluntary personal action plan, jointly agreed to by an employee and their supervisor, that identifies short and long-term career goals. An IDP begins with an employee identifying their current and future developmental goals, a list of competencies they would like to acquire or develop, the proposed activities such as training and other career development experiences needed to achieve these goals, the projected completion dates for each activity, the resources needed and the benefit for the individual and the organization. This program is designed to facilitate and coincide with the existing career growth and development dialogues that may already occur during performance appraisals.
Individual Development Planning can benefit the quality of job performance and career advancement of employees and supervisors. This is accomplished by promoting and emphasizing discussion and joint decisions on specific developmental experiences necessary to fulfill the mutual goals of individual career development and organizational objectives and priorities. This approach is a useful tool for raising employee awareness about career development, training, and changing work environments and technologies.
Proposed Solution: Promote the DOC Individual Development Planning Program by developing a guidance document and training presentations for National Marine Fisheries Service, Southwest Region. The guide would include policies, procedures, and reference information for employees and supervisors on how to implement Individual Development Planning based on the DOC Individual Development Planning Program (attached). The training will be designed to provide an overview of the program and provide an opportunity to answer questions.
Cost: The costs associated with promoting and implementing the DOC Individual Development Planning Program is dependent upon the time employees and supervisors spend assessing, discussing and implementing the steps identified in the IDP. In addition, there may be an increase in training cost expenditures because of an increased employee awareness of training needs and opportunities.
Actions and Target Dates: Estimated time to complete these tasks includes Regional Management Team and Southwest Regional Board involvement and approval. The estimated time indicated for each activity is the minimum amount time needed to complete each action. In addition, the Southwest Region EEAOC intends to promote the Individual Development Planning Program every six months prior to regularly scheduled performance appraisal meetings to encourage employee participation in the program. Also, the Southwest Region EEOAC will evaluate overall participation in the program by soliciting input from supervisors on an annual basis.
All information in the web page was approved
by the SW EEOAC Executive Committee.
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