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Anatomy of an Individual Development Plan (IDP) Success Starts with an Effective IDP Process — for Individuals and Organizations Alike. When done correctly, the IDP process can serve as a powerful tool for individuals and organizations to align goals, identify skill gaps, and ultimately succeed together. Make sure your IDP has all the parts necessary to be successful.

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Previous Year Retrospective

The Five-Year Plan

Long-term goals that mutually support individual and organizational objective.

Assess past performance and recalibrate for the year ahead.

S.M.A.R.T. Goals Top 3 Strengths List

Acknowledge and build upon existing skills.

Individual Development Plan

Name: Date: Current Position: Short Range Goals (1-2 Years): 1.! 2.! 3.!

Top 3 Strengths: 1.! 2.! 3.!

Long Range Goals (2-5+ Years): 1.! 2.! 3.!

Targeted Competency/Skills

Goals should be specific, measurable, attainable, realistic, and timely.

Top 3 Development Needs: 1.! 2.! 3.!

Developmental Activity or Training

Outcome Desired

Intended Completion Date/Cost

Actual Completion Date/Cost

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Desired Outcomes Top 3 Development Areas Align goals with areas needing improvement and identify skill gaps in the workforce.

For More Information and an IDP Template, Visit Info.LearningTree.com/IDP

What will be gained from the employee completing these goals?

Training/Certification Goals Invest in employee skills development to support organizational needs and show a commitment to the individual’s professional growth.

Optimizing IT Workforce Performance

Anatomy of an Individual Development Plan (IDP)  

When done correctly, the Individual Development Plan (IDP) process can serve as a powerful tool for individuals and organizations to align g...

Anatomy of an Individual Development Plan (IDP)  

When done correctly, the Individual Development Plan (IDP) process can serve as a powerful tool for individuals and organizations to align g...