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Employee's Guide to Creating an IDP

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Getting started

A critical part of the IDP is to identify your goals and enter them into an IDP form (download; fillable PDF). If you need some help in getting started fill out the self-assessment worksheet. You can also do the following:

Assess your skills, knowledge, and goals

 Ask yourself the following questions:

  • What knowledge, skills, and abilities are needed from me in my current job?
  • What career issues are important to me at this time?
  • What work competencies or skills would I like to improve?
  • What work competencies or skills do I want to develop?
  • In what direction is my organization headed and what will it need from me to be successful?
  • What are my goals in the next 3 to 5 years?

Tapping your resources

Consider doing one or more of the following:

  • Talking with your supervisor
  • Filling out the Self-Assessment Worksheet prompts employees new to the IDP process to more deeply explore career interests, issues, and goals.
  • Meeting with a mentor, coach, subject matter expert, or role model
  • Applying for Management Skills Assessment Program (MSAP)
  • Reading career development “Books 24X7” (U-Learn (http://lms.ucdavis.edu))
  • Scheduling a confidential appointment with a career counselor from UC Davis Staff Development & Professional Services (or at the location you are affiliated with)
  • Attending Career Management Academy offered at UC Davis Staff Development & Professional Services
  • Obtaining cross-training or job shadowing with the approval of your supervisor

Filling out the IDP Form (download; fillable PDF)

Refer to the prompts and examples below if you need help in filling out the IDP form.

Section 1. What skills or competencies do I want to accomplish in the short term (1 year), mid Term (2 years) and long term (3-5 years)? Determine with your supervisor the timeframe in which you’ll complete these goals. You can have more than one goal for these areas. See the example below:

Example competencies and skills:

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Section 2. What new knowledge will provide me with the competencies or skills above?

  • Identify and enter into section 2 the knowledge you want to develop.

Section 3. How will I obtain the skills and knowledge?

  • Write down specific the actions you’ll take to gain the knowledge you identified. For example, “Register for Animation and Media in PowerPoint on the UC Learning Center” or “Take InDesign module on Lynda.com”
  • Schedule informational interviews. For example, meet with an Analyst I to learn what skills are required for the series.
  • Talk with your supervisor for more ideas, if needed.

 Section 4. When do you plan to start and complete each step of your training goals?

  • Enter the date you plan to start and complete each educational opportunity.
  • For a one-day workshop, enter the workshop date in Section 4. “Start” row
  • For a certificate series, write down the date of the first class in the Section 4. “Start” row and the date of the last class in the Section 5. “Completion” row.

Section 5. When have I accomplished each step? Date your progress as you complete each step.

Section 6. How will my supervisor and I know I have accomplished learning?

Meet with your supervisor quarterly, if possible, to discuss:

  • Improved skills and knowledge and how they were utilized
  • Progress towards objectives and goals
  • Where there is still room for growth

Section 7. What resources do I need to complete my goals? Resources can include:

  • Support from your supervisor
  • Funds to pay for training, education, conferences, memberships
  • Release time to take a course and coverage for your duties
  • Temporarily modifying your work schedule

Section 8. Is there a cost to training, conference, or workshop? Does ANR fund or provide the learning activity? Is training available on UC Learn?

  • Ask your supervisor if you have professional development funds and if the training you would like to take is covered by those funds.
  • If funding is available, will it cover the cost of your training?

Remember your IDP is a “living” document. Review it midterm before your annual performance evaluation or more frequently, if desired, and adjust it as appropriate.