Revised: October 2004
Policy
Each Company manager and support staff employee has the responsibility of maintaining a personal development plan outlining personal and career goals and prospective steps for meeting those goals.
Accountability
The supervisor should ensure that eligible employees have a personal development plan that will improve the individual’s job skills and effectiveness and increase the individual’s chances for success in the Company. Conscientious use of personal development plans will also improve the quality of the organization and the Company’s business results. The supervisor and the employee should regularly review the plan and assess the employee’s progress, as well as revise the plan as new goals are set.
Practice
A mid-range personal development plan will define the individual’s goals—and strategies for reaching those goals—for the next six to twelve months. The plan should be specific and the outcomes should be measurable. The plan should list learning objectives and strategies for actually changing behavior. We recommend concentrating on two opportunities for development and one strength the individual can leverage to achieve success in other areas.
Personal Development Form (editable file)