How do I Create an IDP?

The best IDPs occur when the employee has done some research and reflection. The process is much easier if you ask yourself the following questions:

1. In what direction is the NBC going and what will the organization need from its employees in the future?
2. What are my short-term goals? What are my long term goals?
3. What are my greatest strengths and how can I build on them more effectively?
4. What are my most significant weaknesses that can make it difficult to do my job or prevent me from reaching my goals?

After you have answered the questions, you can begin creating your IDP. Here are the steps to creating the IDP:

1. Identify the developmental opportunities that will build on your strengths and address the organization’s needs and your goals.
2. Select a mix of training and experiential learning activities. Formal classroom training is the most expensive option, so be creative. Some good options are: shadowing assignments, mentoring, online learning, project team assignments, cross-training, and developmental details.
3. Discuss the IDP with your supervisor and get agreement on the content. The employee and supervisor should sign and date the IDP.

The IDP is a “living document” and should be reviewed periodically to ensure that it is still relevant.