Development Plan

Performance Management

Maybe you are in a position that requires supervision of others, and want to encourage skills development. Or maybe you want to develop personally. Maybe both. Whatever your situation, for that to happen it’s important to have a simple plan in place.

Some basic skills are essential for all employees to know. For these, learning activities that target the skills that are specific to the job are required. Identify the skills and the activities that will teach them. Once the basic skills have been mastered, encourage further learning with a system in place that enables advancement with approved learning activities. Some skills may be specific to a certain field, while others may be general work skills. Learning activities can be workshops, reading books, online tutorials, or other resources.

Take the pain out of reviews

Performance appraisals tend to happen infrequently, and cover strengths and weaknesses, review projects and goals that have been completed, and look at future goals. A focus on learning may be a more effective solution. When you gain skills, you have targeted areas to improve, when you accomplish projects and goals, you are gaining skills. Development=learning. Any organization that encourages learning will benefit, and advancing learning will benefit any employee.

Reviews: how often?

• Basics of Effective One-on-Ones from Manager-Tools.com- weekly or bi-weekly.
• “First Break All the Rules”-Ask how often they’d like to meet. If it’s once every three months, make a note of that preference, today’s date, the date three months in the future for the next review, and schedule that date in your calendar. Do this each time, and you’ll have done quarterly reviews.

For a review:

1. The Individual Development Plan (see below) places responsibilty for learning on the individual.
2. A list of skills and learning activities to assist in planning for more learning provides the tools.
3. Two main questions are: What have you learned? and What do you plan to learn?

More questions to consider:

• What things have made your job more difficult, and what needs to be done in the next year to increase productivity? -Performance Management
• Self Assessment Thought Starters
• Brand Autopsy-Always Measure Your Comparable Job Performance

Individual Development Plan

1. Review job description (or an O*Net description) and list needed competencies.
2. Target skills to develop.
3. Determine your learning style.
4. Select a learning activity to use and enter it in the Planned Actions column.
5. Determine a target date.
6. Identify the support/authorization you need from others – supervisors, employers, coach, substitute.
7. After completing a learning activity, fill out a Transfer of Learning Worksheet

What	How	When	Who
Development Objectives	Planned Actions	Dates	Support

Recognize Accomplishments

Recognition and appreciation is the number one thing employees want. Catch them doing something right and let them know that you appreciate it-simple but very effective. Remember to also reward yourself for learning accomplishments.

Additional Reading

NFIB (National Federation of Independent Business) Business Toolbox: Performance Feedback| Employee coaching | Employee Orientation

The Learning Organization

“The Learning Edge” by Cal Wick

Thanks to the Minnesota Voluntary Certification Program for the Individual Development Plan and Transfer of Learning form.