Individual Learning Strategies: Individual Development Plan (IDP)

An Individual Development Plan (IDP) is a formal document that identifies an individual's learning and developmental goals. The manager and the individual jointly develop the IDP. This plan contains training, education, and development activities (formal and informal) to acquire the competencies needed to meet IDP goals.

	To identify and assess future developmental needs in required competency areas.
	To provide structured learning experiences linked to organizational needs, goals, and job requirements.
	To establish an agreed-upon set of learning objectives and developmental activities as part of a formal career development program.

	Use the IDP to help organization an assessment of the individual's current skill levels, strengths, and developmental needs. The IDP can also be used to compare an individual's current ability with the required job competencies.
	Mutually determine developmental activities to be included in the IDP.
	Conduct an IDP meeting. The IDP can be developed after a formal performance appraisal cycle, and it should be a separate discussion.
	Review and update the IDP regularly (once a quarter or twice a year).

As described below, learning strategies are often used in combination with one another or may be closely linked to one another.

Self-Development: Self-Development is taking personal responsibility for one's own learning and development. An Individual Development Plan (IDP) is a formal document that specifies an individual's developmental goals and how they are to be accomplished. Self-Development is initiated by the individual and may or may not include a formal IDP.

Defense Information Systems Agency/National Communication System (DISA/NCS)

DISA/NCS uses mandatory IDPs to help build a highly competent workforce that can excel in a complex, rapidly changing environment. The process is self-directed. The individual starts the process by assessing his or her current abilities and comparing them with the required competencies. Next, the individual identifies developmental strategies. The individual then completes the IDP document and solicits the manager's help in implementing the IDP activities.

Health Care Finance Administration (HCFA)

HCFA requires an IDP whenever there is a newly hired employee or if an individual assumes a new position. HCFA provides assistance in developing these plans through its Career Resource Center.

Department of Agriculture's National Agricultural Statistical Services (NASS)

NASS uses IDPs as part of its overall plan to develop qualified staff to fill highly technical and specialized positions critical to the organization. Each individual starts with a generic IDP that prescribes the basic elements needed to achieve a GS-12 grade level. The generic IDP also lists the developmental activities that meet the IDP goals and conform with the agency goals and staffing needs.

Presidential Management Intern (PMI) Program

The PMI Program is a Government-wide career development program for entry-level personnel. Following the 3-year internship, PMI participants are expected to be fully qualified for selection into targeted permanent positions. IDPs are required for all PMI participants. The IDPs document the precise experiences or training needed for the targeted positions along with the overall administrative competencies (e.g., budget and personnel management) expected of all PMIs.

Web Resources

A Guide to IDPs , Naval Post Graduate School, Human Resource Office

Individual Development Planning Web Site , NASA Lewis Research Center Organization Development and Training Office

The Federal Training Mall provides Federal employees easy access to on-line training information and course registration.

Following are links to the other Individual Learning Strategies:

	Job Rotations
	Special Assignments
	Coaching
	Mentoring
	Manager as Teacher
	Learning Groups (Teams)
	Self-Development