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23.05.2014
Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising. CREDITSThe Wildland Fire Leadership Development Program would like to thank the Uniformed ServicesUniversity for allowing us to adopt this publication and adapt it for use within the wildland fireservice.
INTRODUCTIONThis guide explains the responsibilities of the employee and supervisor in completing theIndividual Development Plan (IDP) and outlines a step-by-step process for preparing an IDP.The IDP is developed by the employee and their supervisor.
As the IDP is built, the employeeand supervisor will outline development objectives and career goals. Once you have reviewed your current skills, interests and values, begin to examine the options available. The employee andsupervisor will also select learning activities for achieving these objectives and goals.The purpose of an IDP is twofold.
First, it ensures that the employee maintains the current levelof job proficiency through continued training and developmental activities. Competencies are a national “benchmark”—they standardize qualifications without interfering with local decision making about training.
Secondly, theemployee charts a career path by identifying new knowledge, skills and abilities to pursue, aswell as learning activities needed to reach the established goals.


The date completed should be listed when the employee can document proficiency based on the competency, skill, or ability obtained.
FIRST-LINE SUPERVISORS OR TEAM LEADERSFirst-line supervisors or team leaders are responsible for assisting each of their employees inthe development of their IDP and supporting developmental activities outlined in the IDP. WHEN TO PREPARE AN IDPTiming is an important factor in developing the IDP because the following processes worktogether to establish the same objectives: • The performance appraisal.
Thisincludes: • Performing a developmental needs assessment, in cooperation with the employee, to assist the individual in planning and formulating actions to successfully accomplish identified career objectives. This similarity may hide criticaldifferences in proficiency level and the environment or type of incident in which the position isexpected to perform. The optimum time for preparing the IDP is during the first few weeks immediately following the performance appraisal.
PROCEDURES WHERE AM I NOW?Conduct a self-assessment to determine current skills, interests, and values. WHAT’S IN AN IDPAn IDP should include all of the developmental assignments, activities, and training coursesindicated for the employee as a result of the: • Training needs analysis. In addition to anassessment of current job strengths and areas of improvement, ask questions such as: • What do I value?


WHAT IS AN IDP?IDPs are individually tailored and describe objectives and activities for the employee’s careerdevelopment. Employees benefit, because implementing an IDP helps them enhance theirknowledge, skills, and experiences.
Improved competencies help them achieve personal andcareer goals both inside of and external to the organization.
The organization benefits bydeveloping improved employee capabilities, work load planning, and resume needs. Competentemployee performance, plus the added bonus of improved moral, and personal job satisfactioncan make the organization more effective.IDPs work by helping an employee and supervisor clarify things that are important to them andplan to achieve them.
WHAT IS MY CURRENT LEVEL OF COMPETENCY?You may want to conduct a job analysis to determine exactly what job-related tasks arenecessary for successful performance of the job. In the IDP are career objectives, and the knowledge, skills and abilitiesneeded to achieve these objectives, as well as, activities that will provide employees theopportunity to learn and apply the knowledge and skills.



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