Prepared by the Office of Human Resources 5-1-17
1
Asset ID
Executive Summary
Academic Support Resources
Executive Summary: Using an Individual Development Plan for Employee Development
Employee Engagement Data
In the 2015 Employee Engagement Survey, one ASR’s improvement opportunities was to increase the number of
employees who felt their manager/supervisor coached them in their development.
ASR Response
The ASR leadership team selected employee development as an organization-wide focus. We started addressing
employee development by redesigning our Individual Development Plan and process, focusing on the high leverage
supervisor/employee developmental conversation. The process cycles quarterly and coincides with our annual
performance appraisal and mid-year appraisal schedules to ensure the discipline of regular refreshes. Last cycle 93% of
employees reported having a developmental conversation with their supervisor.
To support use we use a simple and confidential planning form with resources linked within the document. To signal
supervisors on the importance we asked them to revise supervisory expectations to include developing employees.
There is additional work on the horizon which we will address in our session.
Materials for the Tools for Supervisors Event
• Individual Development Plan with z-link to resources
• Our People Development Plan
• Our planning cycle for IDP and performance appraisal
• ASR background
©2017 Regents of the University of Minnesota. All rights reserved. The University of Minnesota is proud to be an equal opportunity workplace and an affirmative action employer.
This publication/material is available in alternative formats upon request. Direct requests to Susan Diekman, OHR Communications, diekm[email protected], 612-626-9824.
People Development
• Hiring Toolkit*
• Job Description Project*
• Knowledge, Skills & Abilities
(KSAs)
* items in development or currently under discussion
• Orientation Toolkit*
• One Stop Training
• Onboarding Video*
• Sue’s New Employee
Presentation
• FERPA & OE Meetings
• Project Management
• Hogan Assessment*
•%ĜþÏƚĬƋŅĹƴåųŸ±ƋĜŅĹŸÃ
• Performance Appraisal
• Individual Development Plan
(IDP)
• Professional Development
Request (PDR)
• Engagement Planning
•eĬĬěƋ±ýaååƋĜĹčŸ
• In-Service
• KSAs
• Professional Meetings
•%åƴåĬŅŞĵåĹƋ±ĬŅĹƴåųŸ±ƋĜŅĹŸÃ
• Leading on All Levels
• Succession Toolkit*
• Network Analysis*
• Position Analysis*
•ŅĹƋų±ÏƋĜĹčÃ
• OHR Posting Process • OHR Orientation • OHR Encore Transitions
• LTD Leading on All Levels
• LTD Hogan Assessment
• OHR Supervisor Training
• OHR Encore Transitions
External
Resources
Data
Higher Education Trends Score Card*
ASR Methods
& Practices
Onboard & Orient Retain & Develop Advance/TransitionRecruit
ASR People Development Process
Academic Support Resources
Office of Undergraduate Education
ASR & Student Success
ASR is an organization that makes a positive difference in students’ lives.
2 MILLION
CONTACTS
$1 BILLION
TUITION
2.2 MILLION
STUDENT REGISTRATION
TRANSACTIONS
$1/2 BILLION AID 325 CLASSROOMS
Academic Support Resources
Office of Undergraduate Education
Summary of IDP Survey
93% of survey respondents had a developmental conversation with their supervisor.
The supervisor/employee interaction is critical to employee perception of IDP success and usefulness.
Employees’ IDP opinions fall into three main categories:
• “This is helpful and encourages me to think about my development.”
• “I prefer to do this on my own.”
• “I don’t see a point in doing this and resent that it is mandatory.”
Why this works
• Easy-to-use, accessible IDP form
• Supervisors have been supportive
• Revised supervisor expectations
• Partnership between supervisor and employee is formed
Where do we go from here?
• Support supervisor development skills
• Update the IDP form
• Link to Professional Development Request workow
• Develop internal development opportunities
Information
Carin Anderson, [email protected]
John Vollum, [email protected]
• E.g. Job shadowing
• Use available resources from OHR
• Leadership training
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IDP Review
Development Cycle
Annual Appraisal
Update IDP &
write mid-year review
Update IDP &
write annual review IDP revised
IDP revised
Mid-Year Assessment
Academic Support Resources
Office of Undergraduate Education
Individual Development Plan
Name: Last Reviewed:
Supervisor: Next Review Date:
An Individual Development Plan (IDP) identifies an employee’s development goals. The IDP documents
training, education, and development opportunities that help you acquire or enhance knowledge, skills
and abilities.
When the leader/supervisor and employee sign the IDP, it is simply an indication of intention and support
for the employee's development. The employee may not always be able to ta
ke advantage of
developmental opportunities because of budgetary or workload constraints, among other reasons.
Don’t know where to start? Then before you begin, please take a moment to review the
Individual Development Planning resource.
Goal / Competency
Action and Milestones
May also include supervisor actions
Hold, Not Started, In
PDR
Req’d
Example: Be a better
coach
1. Learn best practices by early January
2. Take online course after Action 1 by mid
January
3. Look for a peer coach by mid February
Yes
1.
2.
3.
*Add additional rows as needed
z.umn.edu/
asridpresource
• Simple
• Accessible (Google)
• Confidential