INDIVIDUAL DEVELOPMENT PLAN (IDP)

Name (Last, First, MI) Time

Period
Current Position Salary
Grade
Years in the Position Years in
DENR
Office
Division Service
Bureau
Supervisor’s Name Position
(Last, First, MI) Title

PART A: COMPETENCY ASSESSMENT AND DEVELOPMENT PRIORITIES

(Based on the competency assessment conducted and/or the review of performance review results,
please identify the top gaps or weaknesses among the competencies assessed that the employee needs
to focus for development, improvement or enhancement. As a rule-of-thumb, it would be best to
prioritize three (3) developmental areas over a two-year period.)

Development Current Target Learning Office

Target Competenc Competenc Objective Performance Goal
y Level y Level

1
PART B: DEVELOPMENT PLAN
(This covers the employee’s development actions which are learning and development activities and interventions for the year.)

Support Completion Date

Development Needed/ Tracking
Competency Complete
Activity Involvement Planned
of Others d

Employee Signature Dat Supervisor’s Date Head/Assistant Head of Date

e Signature Office’s Signature

Reviewed
Check applicable copy Employee’s Copy
designation as shown:
Supervisor’s Copy

HRDS

2
 Example
INDIVIDUAL DEVELOPMENT PLAN (IDP)
Time
Name (Last, First, MI) Santos, Gemma Period 2015 – 2017
Salary
Current Position AO IV Grade SG 15
Years in
Years in the Position 2 years DENR 5 years
Office/
Division Records Service/ Administrative
Bureau Service
Supervisor’s Name Position
(Last, First, MI) Garcia, Consuelo Title AO V

PART A: COMPETENCY ASSESSMENT AND DEVELOPMENT PRIORITIES

(Based on the competency assessment conducted and/or the review of performance review results,
please identify the top gaps or weaknesses among the competencies assessed that the employee needs
to focus for development, improvement or enhancement. As a rule-of-thumb, it would be best to
prioritize three (3) developmental areas over a two-year period.)

Development Target Current Target Learning Office

Competenc Competenc Objective Performance
y Level y Level Goal
Information Be able to use MS Enhance the ICT
Technology Basic Intermediat Excel in encoding proficiency of
Management e data and producing office technical
reports. staff

Records Basic Intermediat Be able to implement Increase record

Management e records management retrieval time
activities
Complies with Increased client
Delivering Service Basic DENRs established satisfaction
Excellence standards of delivery
or service level
agreements and
delivers explicit
requirements of
customers

3
PART B: DEVELOPMENT PLAN
(This covers the employee’s development actions which are learning and development activities and interventions for the year.)

Support Completion Date

Development Needed/ Tracking
Competency
Activity Involvement Planned Completed
of Others
Attend MS Excel A computer is Attend training
Information Training needed to with STI EO Aug 2015
Technology Program practice MS
Managemen Excel
t
Prepare an MS EO Sept 2015
Excel report on
data encoded per
client division
acceptable to
supervisor by Sept
2015
Records Attend Records HRDS/ ENRA Attend training EO Sep 2015
Managemen Management with ENRA
t Training

Maintain records
of division
compliant to EO Oct 2015
standards
Maintain an
electronic file of
records/document
received
Delivering Attend training HRDS/ NRA Attend training EO Dec 2016
on “Delivering with ENRA
Service
Service
Excellence Excellence”
Visit and write an EO Dec 2016
observation on
your experience
with a company
who gave you
excellent service
and submit this to
supervior.

Employee Signature Date Date Head/Assistant Head of Date

Supervisor’ Office’s Signature
s Signature
6/30/1 6/30/15 1/7/15
5
Reviewed

Check applicable copy Employee’s Copy

designation as shown:
Supervisor’s Copy

4
HRDS

5
Guidelines in Filling-out the Individual Development Plan

The Individual Development Plan Form documents the identified learning and
development needs of a staff and the intervention that will be undertaken to respond to
the need. The need is identified based on observations by the supervisor of the staff’s
work performance and a competency framework developed for the Department of
Environment and Natural Resources.

The form is usually filled out after a performance discussion between the supervisor and
staff. It is then reviewed in the next performance discussion.

The form is composed of two parts

 Part A – Competency Assessment and Development Priorities

 Part B – Development Plan

The signatures of both staff and supervisor are required after discussion and filling out
of the Individual Development Plan as well as upon review of the IDP which should
happen also during the performance appraisal discussions.

Part A - Competency Assessment and Development Priorities

Competency Assessment is done during the performance appraisal

Competency assessment is conducted during the review of performance results, where

in reason for non-performance should be analyzed to identify whether non-performance
is caused by lack or gaps in competencies or lack of a supportive environment. The top
gaps or weaknesses among the competencies should be the focus for development,
improvement or enhancement and a development plan is prepared.

Supervisor together with staff fills inputs the following on the form:

1. Competency – identified area for development based on Part A.

2. Current Competency Level – staff’s level of competency as assessed using the
competency framework
3. Target Competency Level – desired level of competency in accordance with the
staff’s job assignment.
4. Learning Objectives – the area of knowledge, skills, and attitude the staff need to
acquire in order to attain the desired competency level.
5. Office Performance Goals – the office goal that will be met if the staff performs
according to the competency level required of his/her job.

Part B - Development Plan

After the Competency Assessment part is filled out, the supervisor and staff prepare a plan to
close the competency gaps. Their discussion covers the development activity that needs to be
undertaken by the staff, the support needed from the organization, the way by which both can
track if the development activity is or was undertaken and following

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1. Development Activity

Identify one or more specific actions you can take to meet a learning objective.
Consider a variety of developmental approaches that will enable the staff to
acquire the knowledge, skills, and attitude to attain desired competency level such
as:

a. On-The-Job-Training

 Coaching on the job from supervisor or senior colleague

 Knowledge sharing and learning session

b. Formal Classroom Training

 Internal training on the topic provided by ENRA.

 External training on the topic provided by external service providers.

c. Self-Development
 Self-study
 Taking evening or weekend courses
 Watching educational or training videotapes
 Reading books and other publications or journals on
 Working on PC tutorials or computer assisted training programs

d. Developmental activities/interventions

 Special work project

 Added responsibilities or assignments
 Cross-Program, Rotational assignment or Temporary assignment to another
office
 Task Force or Committee assignment on area related to the competency
being developed
 Shadowing under the stewardship of another expert
 Coaching lower level employees
 Support Needed/ Involvement of Others
 Assistance you will need to accomplish each development activity (resources,
feedback, permissions, tools, coaching, other assistance)

2. Tracking

Input how you will track the completion of development activities. Give one or
more observable results that will indicate success in meeting the learning
objective

3. Completion Date

Identify a timeline for completing the development activity. Ensure a realistic

schedule taking into consideration availability of training programs (refer to the
calendar of training offered by ENRA) and the work load of the office.