Individual Development Plan (IDP)个人发展计划（IDP）.pptVIP

Individual Development Plan (IDP) Employee Communication and Evaluation Process The IDP will : encourage the employee to set career goals assist the supervisor in setting position expectations and evaluate the outcomes (results) of the employee’s performance each year provide an opportunity to review position descriptions, department/unit organizational charts and department/unit goals increase job satisfaction by employees and supervisors working together collaboratively on the above items enhance communication between employees and supervisors COMPONENTS OF THE IDP Position Description accurate and up-to-date dictates position expectations and describes the essential functions of the job annual review coordinated through the IDP process for information on how to create a position description see our website at /hr and search under “position descriptions” in the A-Z index Department/Unit Organizational Chart Spring ’05 – HR reviewed and updated org. charts revisions will be coordinated through the IDP process COMPONENTS OF THE IDP Discussion Session Department/Unit goals reviewed during the IDP session basis in which the employee and supervisor align the employee career goals and supervisor position expectations Employee Career Goals mutually discuss employee career aspirations and determine if career goals can be achieved in the current employment setting create a strategic plan to accomplish these goals allows for employment growth and satisfaction. Supervisor Position Expectations supervisors outline, communicate and document specific position expectations for the employee to achieve COMPONENTS OF THE IDP Outcomes (results) of previous IDP year supervisors review the employee career goals and supervisor position expectations set in the previous year supervisors outline, communicate and document the IDP results with the employee Planning for next IDP year supervisors document the specific timelines in which to accomplish the established