HUNEETY RESOURCES
Individual Development Plan (IDP) Template | Pre-Filled Example
This template is designed to assist in identifying, planning, discussing, and tracking professional development over a specified timeframe. Its primary purpose is to foster meaningful discussions and collaboration between you and your manager, aligning your professional growth with your career aspirations. Both you and your manager may propose developmental goals and actions to support this process.
Click here to know more about how to get started with IDPs.
An individual development plan focuses on growth and development by identifying career goals and outlining actionable steps to achieve them. It’s a proactive tool provided to all employees, regardless of performance level, to encourage professional development and align career aspirations with organizational needs.
In contrast, a performance review evaluates an employee’s job performance, often highlighting areas of strength and areas needing improvement. Performance improvement plans, a subset of performance reviews, are typically used for employees who are underperforming to outline specific actions required to meet job expectations.
Individual development plans offer multiple benefits, including:
To ensure fairness and consistency, it’s best to request all employees to participate in creating individual development plans. This avoids singling out specific individuals or teams, which could create anxiety or mistrust. When implemented across the board, IDPs promote a culture of growth and development that benefits everyone.
Individual development plans should typically be reviewed and updated at minimum every six months to a year. Regular updates ensure goals remain relevant, track progress, and allow adjustments based on changing organizational needs or employee aspirations.
The employee and their direct supervisor should collaborate to create the plan. The employee provides insights into their career aspirations and development needs, while the supervisor offers guidance, resources, and alignment with organizational objectives.
Absolutely. IDPs are not limited to underperforming employees. They are a valuable tool for high performers to continue their growth, take on leadership roles, or prepare for future career opportunities.
Yes, individual development plans are typically confidential between the employee and their manager. However, they may be shared with HR or other relevant parties if necessary for supporting the employee’s growth or aligning with organizational needs.
This scenario should be addressed through honest discussions. Managers can explore ways to align the employee’s aspirations with organizational objectives or support their development in ways that benefit both the individual and the company while being transparent about potential limitations.
Are you looking to implement Individual Development Plans (IDPs) in your organization? Contact us to get started.
