Individual Development Plans (IDP) - Definitions, Goals and Responsibilities
The following information is designed to acquaint you with the purpose, goals, steps, and value of an IDP.
As a first step in this process, we strongly recommend that you meet with a Career Counselor in the Work/Life Center. A counselor will assist you in understanding the IDP process and provide personalized guidance as you begin this journey. The IDP can be a valuable performance enhancement tool for any federal employee. If you have questions or concerns after reviewing this information, please do not hesitate to contact us at (301) 435-1619.
Please be aware that your IC may have internal requirements for an IDP that are not reflected in the WLC's information and materials. Before beginning this process, an IDP, we also recommend that you talk with your supervisor to ask about IC-specific guidance.
Please download the IDP form and save a copy to disk or to your hard drive, fill in the information, and then make any necessary changes. If you have questions, please contact the WLC career counselor at (301) 435-1617.
For additional help, consider the WLC's IDP Workshop.
Definition of an IDP
An IDP outlines career goals within the context of organizational objectives. It is a developmental "action" plan to move employees from where they are to where they need to be. It provides systematic steps to improve weaknesses and build on strengths related to job performance and career goals.
Goals of an IDP
The goals of an IDP are developed by the employee with input from the supervisor. The IDP relates the individual's career interests and needs to organizational priorities. Examples of common goals include:
- Learn new skills to improve current job performance
- Maximize current performance in support of organizational requirements
- Increase interest, challenge, and satisfaction in current position
- Obtain competencies necessary for a change in grade, series, or fields
An IDP IS:
- a developmental partnership between the employee and manager. IDP preparation involves feedback, clarification, and discussion about developmental -needs, goals, and plans. Manager-employee communication is key to the success of the IDP process.
- a vehicle to address the needs of the employee and the needs of the organization. The best IDPs begin with a plan to maximize current job performance. The activities can assist the individual in meeting both personal and organizational goals for success.
- a partnership between employee and manager. An employee's developmental needs are based on a comparison of skills required by the job and present abilities. The mutual interests and concerns of the individual and the organization must be considered in the IDP process.
- a broadly defined developmental plan which includes on-the-job assignments, self-development activities, and formal classroom training.
- an active and ongoing process in the organization. Ideally, IDPs should be reviewed, updated, and revised, as needed every six (6) months.
An IDP is NOT:
- a performance appraisal. The IDP should not be used as a means to formally assess the employee's performance. In this regard, it does not replace the performance appraisal system to determine promotion, pay, awards, etc. Development is the purpose, not appraisal.
- a contract for training. Employees should include all training interests on an IDP. However, training is not guaranteed because it is on an IDP. Training decisions are made in accordance with NIH's policy and budgetary constraints.
- a way to clarify or revise a position description. If a position description does not accurately describe the duties performed, this is a matter for the manager and the Office of Human Resources to solve.
- a guarantee of a promotion to a higher grade. An IDP can help prepare an employee to become qualified for a higher graded position, but does not guarantee advancement.
- a panacea for manager-employee relations problems. The IDP is only one part of the comprehensive efforts of an organization to enhance job satisfaction and cooperative work relationships.
Responsibilities
Employee:
Responsible for initiating IDP process. This includes drafting the initial plan, arranging meetings to consult with manager and others (i.e., WLC Career Counselor, NIH Training personnel), taking responsibility for follow-through with developmental activities, and keeping the manager apprised of progress and changing needs. The employee is also responsible for initiating IDP's reviews with the manager every six (6) months.
Manager:
Responsible for assisting with the development of an employee's IDP by specifying, the goals and technical skills needed for the present job and/or future positions. This involves meeting with the employee to provide feedback about developmental strengths and needs, coaching about possible developmental activities, and guidance in developing the plan.
