Individual Development Plans

A realistic, well-researched, clearly written Individual Development Plan (IDP) is a valuable tool for charting a successful two-year PMF experience.  Requirements in section 362.204(a) of title 5, Code of Federal Regulations clearly state that the appointing agency will approve an IDP for each of its Fellows that set forth the specific developmental activities designed to impart the competencies of the occupation or functional discipline in which the Fellow is most likely to be placed.

Fellows and their supervisors should use IDPs to negotiate expectations for attaining clearly defined learning objectives and competencies during the next two (or more) years through training and developmental assignments.  IDP planning allows supervisors to clarify employee performance plans, as well as staffing and budget plans.  Additionally, the process will help Fellows discern which developmental activities will be most appropriate for their career advancement.

Fellows are expected to work closely with their supervisors and Agency PMF Coordinators to outline the core competencies and technical skills that they must gain before conversion to their target position.  IDPs should specify how and when the learning objectives will be met, and determine how Fellows will be evaluated.  IDPs should include PMF Program sponsored trainings and activities, as well as agency-sponsored career development activities to enhance career and continuing education goals.  To be most effective, IDPs should be developed within the first 3 months of the fellowship.  Fellows are also encouraged to use IDPs to plan their longer-range career goals.  Ideally, the IDP should be aligned with the Fellow's performance plan, target position, and career development goals. See also Performance Plans in Chapter 5 (Development Requirements) of the PMF Guide for Agencies that can be found under "Program Policy" on this website.

Each IDP should be individually tailored around the following elements:

• Target Position:  A brief description of the target position, and the specific knowledge, skills, and abilities that will be needed to qualify for the target position upon successful completion of the two-year program.

• Learning Objectives:  The learning objectives should include general management areas, as well as specific technical skills and experiences, which will qualify the Fellow for the target position at the end of the fellowship.

• Details and Timeline:  The IDP should clearly indicate when and how the learning objectives will be accomplished.  The plan should outline the required developmental assignments as well as the 80 hours of formal classroom training each year of the fellowship, including the PMF Program's orientation and graduation training.

• Demonstrated Success:  The IDP should include a means for tracking accomplishments of all IDP objectives at the end of the two-year fellowship.  The supervisor and the Fellow should be partners in determining that the objectives set forth in the IDP have been accomplished.  Should events preclude a Fellow from attaining specific learning objectives by a particular date, alternative arrangements should be made with his or her supervisor.

The Office of Personnel Management has developed a list of competencies, or Executive Core Qualifications, which can be used to assess current strengths and identify opportunities for development (listed below).  Many agencies have also developed similar competency frameworks to guide employee development and training.

• Leading Change:  Continued learning, creativity and innovation, flexibility, resilience, external awareness, service motivation, strategic thinking, and vision.

• Leading People:  Integrity and honesty, team building, conflict management, and leveraging diversity.

• Results Driven:  Accountability, customer service, decisiveness, problem solving, technical credibility, and entrepreneurship.

• Business Acumen:  Financial management, human resources management, and technology management.

• Building Coalitions:  Influencing and negotiating, interpersonal skills, oral communication, written communication, partnering, and political savvy.

Fellows can look for management and technical journals and books, as well as resources available in the community, including films, lectures, and professional association activities for development and training.  See also Training, Developmental Assignments, and Professional Memberships in Chapter 5 (Development Requirements) of the PMF Guide for Agencies that can be found under "Program Policy" on this website.

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