Take on a challenging assignment within your current job.Here are some possible action plans to address set goals: Work to set SMART Goals (Specific, Measureable, Attainable, Relevant and Timely).Goals you will work to achieve in the next 3-5 years.
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Professional Development Plan Part II – (Long Term Goals) Here are some questions to ask when setting short and long term goals: “What needs to happen first? Next?” “What is my timeline?” “What resources are available to assist me?” “How will I measure my success?” “How will I overcome challenges?”.Goals you will work to achieve in the next 6-12 months.Professional Development Plan Part I – (Short Term Goals) Address skills needed that would enhance job performance.(Strengths Quest through CU)Īreas For Improvement or New Skills Needed Strengths will often be enhanced and also be leveraged in order to address development needs. Don’t forget to take the opportunity to recognize and reinforce strengths. These may be areas that were identified in a performance appraisal, a 360 leadership assessment, or feedback from others. While the employee will do their own self-assessment, this is the time to provide your own assessment of the employee’s strengths and development needs.You then link what you want to achieve, or the competencies you want to develop, with the activities that will help you get there.
With goal setting at its heart, a professional development plan organizes your ideas into a cohesive plan that starts with short-term goals and moves to mid-range and long-term goals. IDPs are beneficial in aligning learning activities to specific competencies, such as the CU Boulder Core Competencies, or with the mission, goals and objectives of an organization. Its primary purpose is to help you reach short- and long-term career goals, as well as strengthen current job performance by providing a structured approach. The Individual Development Plan (IDP) is a tool to organize and target your professional and personal development.
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