INDIVIDUAL DEVELOPM
ENT PLAN (IDP)
Sarah Smith 1/2017 1/2018
CRITICAL BEHAVIORS
/GOALS
CONTRIBUTION
TO ORGANIZATION
DEVELOPMENTAL
ACTIVITIES/ACTION STEPS
(assignments, coaching, formal
training)
MANAGERS ROLE
(or involvement of
others,
if applicable)
MEASURES
TARGET DATES/
MILESTONES
RESULTS
(manager and /or employee
comments)
What do I want? What do I
need to learn? What specific
behaviors do I need to model
or exhibit in this competency
or skill?
How does this help the
college or department
meet its needs?
What steps will I take to
achieve this? Remember to
use SMART goals.
What resources or
support will I need?
Potential costs involved?
What will my success
criteria be?
What is my target
completion date?
Goal 1 (Long Term):
Work on developing more
emotional intelligence or emotional
quotient (EI/EQ) to help me in my
supervisory role and in my
personal life.
By learning how to monitor
my emotions and the
emotions of others, it will
help me improve my
interpersonal skills.
Read the book What Makes a
Leader: Why Emotional Intelligence
Matters.
Complete an online course on
Emotional Intelligence offered by
MYgroup, the Employee
Assistance Program.
Provide time at work to
complete the online
course.
Development and growth in
emotional intelligence,
better application of the
dimensions of EQ/EI
applicable to leadership.
1/2018 Long-term goal in progress.
Goal 2:
Improve my delegation skills.
Learning how to delegate
tasks effectively among my
team will enhance the
department's productivity
and
improve my leadership skills.
Attend the LEAD 2 training course,
Effective Delegation, offered by
Organizational and Professional
Development.
Time away from work to
attend
and complete the course.
Successful course
completion. Develop new
skills and apply what was
learned from the course.
7/1/2017
Continuing to work on better
supervisory delegation skills.
Attended the course and is
applying the skills she
learned from the experience.
She is assigning tasks at the
appropriate level thus far.
Goal 3:
Develop others by creating IDPs
for each employee.
Help employees develop
their
knowledge and skills to help
the department be more
successful.
Complete IDPs for each employee
in
the next 30 days. Work with each
employee to create development
goals and complete the IDP form.
Work with each employee to
set goals and work toward
goal
completion. Look for
opportunities to encourage
development for each
employee. Support their
growth and development.
Employees are working
toward setting goals on the
IDP and finding
opportunities to complete
them.
2/1/2017 IDPs were completed for each of
Sarah's employees. Employees are
working on their development goals
and communicating future goals.
Goal 4:
?
IDP Form Rev. 05/ 2017
