Prepare your Employee Development Plan once you have assessed yourself against the core competencies. You should identify development opportunities, and choose one or two of those opportunities to develop this year. Resources for development are located in this Employee Developmental Resource Guide.

The purpose of an Employee Development Plan is to create a detailed plan to assist the employee in improving upon specific competencies. Employee Development Plans could include methods such as on-the-job training, cross-functional assignments, and mentoring or coaching, and/or continuous learning initiatives (i.e.: participation in professional associations, self-study, etc.)

Employees must include 2 to 3 individual objectives for the Employee Development Plan (EDP) portion of the Performance Planning on the EPAD form. The Employee Development Plan will be worth a weight of 25% for all employees.

TIMING

An Employee Development Plan must be completed within the Performance Planning phase in October.

PROCEDURE 

CORE COMPETENCIES

(Click on the competency to access the definition and behavioral indicators.  Click the Browser Back Button to get back to this page) 

BUILDING AN EMPLOYEE DEVELOPMENT PLAN

Select the competencies that will:

• Leverage strengths or identify developmental opportunities
• Relate to the employee’s identified performance objectives
• Enhance the organization’s goals

TIPS FOR CREATING A SUCCESSFUL DEVELOPMENT PLAN

Employee

• Identify training courses, on-the-job training, association membership, industry subscriptions, literature available, etc. for development opportunities
• Take ownership of your development plan
• Participate in effective development activities

Supervisor

• Help the employee Identify training courses, on-the-job training, association membership, industry subscriptions, literature available, etc. for development opportunities
• Define or guide the employee with defining the expectations/outcomes of the development activity – What should the employee learn, think and do as a result of the activity
• Discuss the activity with the employee after it has been completed
• Follow up and/or provide a structure for the employee to use/maintain the skills learned/acquired from the development activity.
• Accommodate, facilitate and coach where appropriate
• Establish time frames and checkpoints for measuring progress