Onboarding Playbook for Supervisor FONT - Flipbook - Page 30
Individual Development Plan
The Individual Development Plan (IDP) is an integral part of your development planning efforts at
the University of Southern California. During this process, employees and their managers identify
and measure goals to improve and increase their capabilities in their current roles. The plan should
take into consideration the knowledge, skills, and abilities required for success and owned by the
employee. Performance (operational) goals should not be included in this plan.
Use the SMART (Specific, Measurable, Attainable, Realistic and Time-based) format for goal
setting, each column represents each letter.
Goal/Desired
Results
Competency
Developed
Learning Plan
Experience Map
Deadline
Provide a clear
definition of the
targeted result(s).
Using descriptive
language, state the
desired behavioral
or technical
changes. The
desired results
should
appropriately align
with the
employee’s current
skill level and a
reasonable amount
of change based on
their current
abilities. (S,M,R)
Provide a high-level
description of the
competency being
built. Types include
technical knowledge,
interpersonal skills,
leadership skills, and
managerial skills. (R)
Provide a plan on how
the individual will learn
the information
required to achieve the
desired results. Efforts
can include mentoring,
obtaining coaching,
reading, or coursework.
This section should
reflect no more than
30% of the
developmental
activities. (A)
Provide a plan on
what on-the-job
experiences the
employee will engage
in as part of their
development.
Individuals should
attempt to have 70%
of their development
activities in this
category. Experiences
in this category
should be able to
support the
performance
measurements
outlined in the
goals/desired results
column. (A)
Provide the date
for when the
results will be
achieved.
Timing should
take into
consideration
workload, time to
learn and
practice. (T)
E.g. Technical
knowledge;
Compliance
competency
E.g. Take the
TrojanLearn class on
USC policies and
successfully pass the
post-test assessment
with 80% or better.
Speak with my manager
to review the policies
and shadow her
application over a
three-week period in
January.
E.g. Conduct two
teach-back sessions
with my manager on
USC policies and its
impact on my role.
Session should
include policy
analysis and impact
of failing to follow.
(If the person is able
to perform the above
actions, are they
deemed proficient?)
E.g. By April 15,
2020.
Example
E.g. To obtain
proficiency in the
USC safety policies
related to my job as
a Safety
Compliance
Officer.
Proficiency is
defined as: (include
performance
measures here)
Onboarding Playbook for Supervisors
27
