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As an employee, your Individual Development Plan (IDP) serves as a detailed and strategic roadmap for your career advancement within the company.
Construct a thorough and effective IDP
1. Access the IDP Section
Log into your Teamflect account.
Click on your profile picture on the Home page to access your profile.
2. Start Your IDP
Navigate to the Individual Development Plan section.
Click on the "Create individual development plan" button.
3. Define Your Main Goal
Select your main objective:
New to Role – Focus on acclimatizing to your new position.
Development in Current Role – Enhance your skills within your current role.
Move to a New Role – Prepare for transition to another position. (If selected, define your "future role" in subsequent steps).
4. Set Your Timeline
Choose the appropriate timeline for achieving your goals:
Short-term Burst
Medium-term Journey
Long-term Evolution
5. Define Your Objectives
Enter your career objectives, and you may enhance your text with AI if needed.
Required: Specify the number of years in your current position and similar roles.
6. Envision Your Next Role
If moving to a new role, select your next position from available job titles in the role catalog or from "suggested next roles" if your role has potential next roles assigned to it.
Choose when you plan to transition to this new role (e.g., immediately, within 6 months, within a year, or no rush).
7. Select and Develop Competencies
Choose competencies to develop from the competencies catalog created by Teamflect admins or from suggested competencies.
8. Add Goals to Competencies
The next step is to link these competencies to specific goals, either by linking to existing goals in Teamflect or by creating new ones.
Utilize AI Assistance: Generate goals using AI by clicking on the "see AI generated goals" button, or craft your own goals by selecting "add goal."
9. Specify Needed Resources
Detail the learning materials or courses you need.
Explain how your company or manager can support your development.
Indicate if you have a mentor within the organization; if yes, select them by typing their name.
10. Finalize Your Plan
Click "Create" to finalize your plan. Your plan will be saved as a draft if you leave the page, allowing you to return and complete it later.
After creating, choose to close the window or schedule a one-on-one meeting with your manager within Teamflect, directly linking to your Teams calendar for easy scheduling.
Managing Your IDP
1. View Your IDP
Return to your profile and click "view plan" to see an overview of your IDP.
Monitor the goals you've created, your overall progress, and the competencies you are developing.
Use the "share" button to copy the link and share your plan with management.
2. Edit Your IDP
On the IDP viewing page, click the "edit" button to make adjustments such as changing the timeline, assigning more goals, or selecting different competencies.
You can also archive or delete your development plan if necessary, or create a new one from scratch.
These options are also accessible from your profile by clicking on the "ellipsis" in the right corner of the IDP section.
Practical Use Cases
1. Career Path Planning:
Use Case: Employees planning to transition within the company can use IDPs to map out their desired career path, including timelines and the specific competencies they need to develop to qualify for future roles.
Benefit: Supports succession planning and helps HR ensure a pipeline of qualified candidates for critical roles.
2. Performance Improvement Plans:
Use Case: For employees facing performance challenges, IDPs can be structured as improvement plans that focus on specific areas needing development, such as enhancing technical skills or improving communication.
Benefit: Provides a structured and supportive approach to help underperforming employees improve, which can enhance overall productivity and morale.
3. Leadership Development:
Use Case: High-potential employees identified for leadership tracks can use IDPs to undertake specific leadership training, cross-functional projects, and mentorship activities designed to prepare them for management roles.
Benefit: Helps in grooming future leaders internally, reducing the need and cost associated with external hires.
4. Transitioning to New Roles:
Use Case: Employees preparing for role transitions, whether lateral moves or promotions, can use IDPs to gain the necessary skills and knowledge to ensure a smooth transition and immediate impact in their new roles.
Benefit: Minimizes disruption and enhances role readiness, contributing to continuous organizational performance.