Individual Development Plan (IDP) and Goal Setting
Individual Development Plan
An Individual Development Plan (IDP) is an organized approach to professional and personal development. IDPs have long been used as a tool to help employees develop their skills and achieve their goals.
How would I like to develop myself?
- What are my future career aspirations? (Up is not the only way!)
- What skill(s) would I like to develop?
- How can I broaden my experience?
- What learning/training would help prepare me for my future aspirations or to do my current job better?
- What interests me?
Like goal setting, the College is expecting us to think about our development and talk with our supervisor. Call us if you want to talk.
The purpose of the goal-setting conversation is to decide what each employee and department's key accomplishments should be in the coming year. The goal-setting process, when done well, is one of the most effective tools a supervisor has in leading people and the organization to success.
Goal setting doesn't have to be complicated or feared or confusing! If you have any questions or need help in any part of the goal-setting process, please contact us.
Why Set Goals?
- Most effective method for changing behavior
- Gets better results than "Do your best!" goals
- Emphasizes employee development
- Is a communication vehicle between supervisor and employee
- Leads to more effective, positive performance reviews
- Reduces subjectivity
- Encourages performance improvements and strategies
Benefits of Goal Setting
- Leads to greater compensation
- More promotion; more recognition; greater success
- Reduces stress and uncertainty
- Clears confusion about priorities
- Stimulates us
- Helps us identify needed resources