Individual Development Plan Clause Samples

Individual Development Plan. 24.01 The purpose of the Individual Development Plan (IDP) is to support and encourage an open dialogue between the employee and employment supervisor regarding professional and career development. 24.02 Employees who wish to establish an IDP may request that one be established in consultation with their employment supervisor. Through discussion and collaboration, the employee and employment supervisor may establish a strategic IDP outlining goals, learning activities and timelines. The employee and employment supervisor shall mutually agree upon opportunities to discuss an IDP and the duration of an IDP. 24.03 An alleged breach of Article 24.01 or 24.02 is not grievable.

Individual Development Plan. A copy of the final written evaluation report under paragraph A. will be furnished to the teacher. If the report contains any information not previously made known to and discussed with the teacher, the teacher shall have an opportunity to submit additional information to the Superintendent of Schools. If a non-tenured or a tenured teacher receives an unsatisfactory evaluation and is not terminated from the Rockford Public Schools, an Individual Development Plan (IDP) will be required. With respect to IDP’s for non-tenured employees, the Administration has the right to make more than one observation within, or less than a sixty (60) day period. In the event a teacher is not continued in employment, the Board will advise the teacher of the reasons therefore.

Individual Development Plan. 13 Employees who want to improve their skills in their current job or qualify for a job level upgrade may 14 develop an Individual Development Plan (IDP) with Management. The IDP will generally identify a 15 path of courses, activities, assignments and/or on the job training. Successful completion of an IDP 16 targeted at qualifying for a higher level job shall be considered by the Company if or when promotions 17 are available. 18 20 ARTICLE 5

Individual Development Plan. Employees may initiate Individual Development Plans (“IDPs”) with the Employer (usually their supervisors). The supervisor shall assist the employee in the preparation of the IDP and shall review it with the employee to assure conformance with organizational needs and individual career needs. The plan shall be referred to the designated approving official and the employee shall be notified of the approval/disapproval or the need for modification.

Individual Development Plan a. An individual development plan (IDP) provides a planning process that identifies the Postdoctoral Scholar’s general individual research goals and professional development and career objectives. Postdoctoral Scholars may use an IDP to share their goals and objectives with their supervisor and clarify the connection with the Supervisor’s own research goals. b. In the event the Postdoctoral Scholar desires a written IDP, the Postdoctoral Scholar may submit a written draft of the IDP to the Supervisor for discussion. Within a timely manner, the Supervisor will review the IDP and schedule a meeting with the Employee to discuss available development opportunities and resources to meet the development goals set out in the IDP. c. Where a written Individual Development Plan has been developed in accordance with this Article, the Employee may request further meetings with the Supervisor thereafter to discuss the progress made by the Employee relative to the IDP. Such requests of up to two (2) meetings per year shall not be unreasonably denied.

Individual Development Plan. Employees who desire training beyond that discussed above are encouraged to work with their supervisor to develop an Individual Development Plan (IDP). Such plans shall be jointly established between the employer and the employee. The objectives of the plans will be to address skills needed by employees in their current positions, to prepare them for new career opportunities which may become available as a result of organizational restructuring or re- engineering of the positions of the Agency, and to address skills needed for advancement beyond their current grade levels. Each plan shall establish a series of milestones and shall state the responsibilities of each party to realize such milestones. Employees are encouraged to take initiative in their career development.

Individual Development Plan. The underlying assumption of this process is that all staff members can and should improve their contribution to the educational effort of the Concord School District. To accomplish this goal staff members, in conjunction with their administrator and where appropriate the supervisor, will be responsible for writing an individual development plan each school year, which focuses on either (1) satisfactory areas targeted for growth (Annual Growth Plan), or those aspects of the staff member's performances which are unsatisfactory and need to be improved (Performance Improvement Plan). The individual development plan should identify the goals to be addressed, the professional activities to be undertaken, and a brief review of the progress of this plan. The method to review the plan need not be quantitative, but simply a considered judgment on the part of the staff member and administrator or supervisor involved.

Individual Development Plan. These questions are designed to assist the protégé to think about his/her individual development plan. Responses to these questions can guide the mentor to better assist the protégé. Short-term, where do you want to be in the next two years? Long-term, where do you want to be in the next five years?

Individual Development Plan. A. Individual Development Plans (IDPs) will be prepared in accordance with Rural Development Instruction 2057-D and this Agreement and consistent with Public Law 85-507, “The Government Employee’s Training Act,” and any other applicable laws and regulations. B. The IDP provides Management officials and Employees with a systematic process, which will enable them to effectively identify the individual development needs of the Employee related to the performance of the official duties and responsibilities of the position, select optimum development activities, and prepare development schedules. C. IDPs will be updated annually and communicated to full-time employees during the annual performance discussion. Employee input will be obtained in basically the same manner such input is obtained for performance plans. D. The Employer will remind Employees annually about the availability of self-paced training. Employees should participate in self-paced training to the maximum extent possible to meet training identified in the IDP. E. The Employer will explore the possibility of bringing training courses in-house when there is widespread interest in the training subject. F. The parties recognize that some training identified in the IDP, such as non-mandatory career development training, will be taken on the Employee’s own time. G. A tentative plan for scheduling the specific training and developmental activities required to fulfill an individual Employee’s IDP in a given fiscal year will be included in the IDP. To the maximum H. Whatever job-related training is scheduled on the IDP will be carried out as long as resources are available and except for emergency or unforeseen work situations, which would preclude the Employee’s release.