A professional development plan documents the goals, required skill and competency development, and objectives a staff member will need to accomplish in order to support continuous improvement and career development. A professional development plan is created by the manager working closely with the staff member to identify the necessary skills and resources to support the staff member's career goals and the organization's business needs. Professional
development for staff members begins when a new member joins your team. In addition, all staff members should have a "living" professional development plan in place. Planning should not take place only after an staff member is identified as needing improvement. Professional development plans should be reviewed on an on-going basis throughout the year, with at least one interim review discussion between the staff member and supervisor prior to the end of the yearly performance review period. Professional Development Planning StepsUse the following steps to create a professional development plan with your employee. Feel free to use the example professional development plans (listed above) to assist you in the process.
Step One: Request a self-assessment from the staff memberHave the staff member complete a self-assessment of their interests, skills, values, and personality. Use the sample performance planning and self-assessment forms listed to the right to assist in the process. When evaluating the staff member's responses, keep these questions in mind:
Step Two: Develop your assessment of the individual's skill levelBased on the staff member's self-assessment, their work record, and your own observations, determine the staff member's skill level in the following categories:
Step Three: Assess the department and organization's needsIn order for professional development to be successful, the staff member's needs and interests must be applied to address organizational objectives. The staff member's career path must align with the organization's workforce needs. In creating a professional development plan, consider the following goals:
Step Four: Explore development opportunities with the staff memberExplore the professional development opportunities available at Duke with your staff member. Some examples include:
Step Five: Record and analyze the staff member's progressCollect feedback from the staff member about their development progress to assist in identifying what the staff member is doing well, build on their skills, correct any problems that may arise, and help them develop new abilities that will improve personal performance as well as organizational outcomes. Use a Performance Log for tracking, recording and providing feedback from the staff member. Record dates, events, expectations, and the impact of action steps on their development. Make sure to record:
What statement best describes career planning?The correct answer is A) a deliberate process through which someone becomes aware of personal skills, interests, knowledge, and motivations and... See full answer below.
What are the four steps of a basic career management system?Understanding the process
Career development is an ongoing process consisting of four main recurring steps: self knowledge, exploration, decision-making, and action.
What is the difference between career planning and career management?Planning carefully prepares you to cope with changes both in your work and in yourself. Managing your career effectively involves taking risks, learning new skills, and adapting to changes in both work environment and technology.
Which of the following is the role of a manager in an employee's career development?Answer and Explanation: The correct option is D) providing accurate performance feedback. Employees' career development is their primary focus while holding a career. Many employers provide career development programs for their employees' growth.
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