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It clarifies what an IDP is not—no performance appraisal, training contract, position description, or promotion guarantee—while detailing employee and supervisor responsibilities and the importance of ongoing feedback and updates.",{"@graph":14,"@context":73},[15,34,56],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/template/","Template",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/template/forms/","Forms",3,{"item":32,"name":10,"@type":21,"position":33},"https://docshare.wps.com/template/supervisors-guide-to-developing-individual-development-plans-instructions-and-form-outline/177080/",4,{"url":32,"name":10,"@type":35,"image":36,"author":41,"headline":10,"publisher":44,"fileFormat":47,"inLanguage":8,"description":12,"dateModified":48,"datePublished":49,"encodingFormat":47,"isAccessibleForFree":50,"interactionStatistic":51},"DigitalDocument",{"url":37,"@type":38,"width":39,"height":40},"https://docshare.wps.com/thumbnails/supervisors-guide-to-developing-individual-development-plans-instructions-and-form-outline/177080.png","ImageObject",442,249,{"name":42,"@type":43},"Ophelia","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/vnd.openxmlformats-officedocument.wordprocessingml.document","2026-10-22","2026-09-02",true,{"@type":52,"interactionType":53,"userInteractionCount":55},"InteractionCounter",{"@type":54},"ViewAction",9,{"@type":57,"mainEntity":58},"FAQPage",[59,65,69],{"name":60,"@type":61,"acceptedAnswer":62},"What is the main purpose of an Individual Development Plan (IDP)?","Question",{"text":63,"@type":64},"An IDP helps employees reach individual career goals within organizational objectives by providing systematic steps to build on strengths and improve performance. 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The IDP can assist those who want to enhance their skills and strengths, learn more about issues relevant to the performance of the agency, and grow personally and professionally. Bureaus/Offices may require the use of an IDP at their discretion. Check with your Human Resources Office for the IDP or other appropriate form used by your Bureau/Office to document employee development needs.\nThe following is a brief outline of the goals, definition, and steps in creating an IDP.\nGoals:  The employee and the supervisor should develop goals together. The IDP should connect the employee’s career interests with the organizational mission and priorities. The most common goals of an IDP are to:\nLearn new skills to improve current job performance\nMaximize performance in support of organizational requirements\nIncrease interest level, challenge, and satisfaction in current position\nEstablish a career path, identifying the knowledge, skills, and abilities necessary for professional growth\nDefinition:  An IDP may identify a broad spectrum of developmental activities, including on-the-job training, distance learning, formal classroom training, details, shadow assignments and self-development. It balances the needs of the organization and of the employee beginning with a focus on maximizing employee performance in the current job.\nAn IDP is a guide to help employees reach individual career goals within the context of organizational objectives. It is a developmental action plan to grow employees from their current state by providing systematic steps to improve and build on strengths. An IDP is a partnership between the employee and the supervisor for personal and professional development. Preparing an IDP involves open feedback, clarification, and discussion about developmental needs, goals, and plans.  Periodic communication between the supervisor and the employee is key to ensure currency and relevance of an IDP.\nAn IDP is not a:\nPerformance appraisal. It is not used to determine pay, awards or other personnel actions based on performance.\nContract for training. Final approval of training opportunities is made based on factors such as timing and budget availability.\nPosition description. It is not used for clarifying discrepancies in the job duties.\nGuarantee of promotion or reassignment to another position. While the developmental activities in an IDP may include training that might qualify the employee for another position or grade, there is no guarantee of advancement.\nResponsibilities:  As in all aspects of the employee/supervisor relationship, direct and open communication is the key to the success of an IDP. The following responsibilities address the IDP process specifically.\nThe employee is responsible for:\nAssessing their own skills necessary for performing the current position\nSuggesting developmental experiences which would enhance the skills necessary for performing in the current position and to achieve desired career goals\nIdentifying personal career goals\nUnderstanding what skills are necessary for meeting career goals\nParticipating in open discussions with the supervisor concerning the elements of the IDP\nCompleting the developmental experiences in the IDP as approved by the supervisor\nAlerting the supervisor when the IDP needs review and updating\nThe supervisor is responsible for:\nProviding constructive feedback to the employee about skills necessary to perform the duties of the current position\nReviewing employee suggestions for developmental experiences and making additional suggestions which would enhance the skills necessary to perform in the current position\nCoaching the employee about stated career goals\nIdentifying developmental experiences which would enhance the skills necessary for performing in subsequent positions aligned with the employee’s career","cbCaih37CF0KAyGw","https://ap.wps.com/l/cbCaih37CF0KAyGw","docx",17746,"English","# Goals\n# Definition of an IDP\n# What an IDP Is Not\n# Responsibilities\n## Employee responsibilities\n## Supervisor responsibilities\n# IDP form overview\n# Instructions for Completing the IDP\n## Employee Development and Career Goals\n## Developmental Objectives\n## Method of Training and Time Frame\n## Methods of Training","[{\"question\":\"What is the main purpose of an Individual Development Plan (IDP)?\",\"answer\":\"An IDP helps employees reach individual career goals within organizational objectives by providing systematic steps to build on strengths and improve performance. It also supports a partnership between the employee and supervisor through open feedback and discussion.\"},{\"question\":\"What should an IDP include regarding goals?\",\"answer\":\"Goals should be developed together by the employee and supervisor. They should connect the employee’s career interests with the organization’s mission and priorities, and commonly cover skill growth, performance support, satisfaction in the current role, and a defined career path.\"},{\"question\":\"What is an IDP explicitly not used for?\",\"answer\":\"An IDP is not a performance appraisal, not a contract for training with final approval, not a position description for clarifying duty discrepancies, and not a guarantee of promotion or reassignment.\"}]","Supervisor’s Guide to Developing Individual Development Plans - Instructions and Form Outline | DOCX",1788326527]