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The Department of Defense Education Activity (DoDEA) recognizes the importance of career growth and development for both employees and supervisors. This page outlines the IDP process, its benefits, and tools available to help individuals and teams succeed.
An Individual Development Plan (IDP) is a document that outlines your career goals and the steps needed to achieve them. It is a career goal-setting plan designed to foster personal and professional growth.
Employees: Creating an Individual Development Plan (IDP) can be incredibly beneficial for employees.
Supervisors: Supervisors play a crucial role in supporting employee Individual Development Plans (IDPs). Supervisors who engage their employees in the IDP process can benefit from:
DoDEA uses the Cornerstone On-Demand (CSOD) system to document employee’s Individual Development Plan. An Individual Development Plan built within the Cornerstone On-Demand System is automatically shared with the employee’s supervisor and is always stored in the online system. It allows employees to document short term, mid-range, and long-term goals. Each goal can contain any number of online courses, job development activities, or other training options. When an employee completes a CSOD class, their IDP will update automatically. For outside tasks or trainings, a certificate can be uploaded into the system.
Access Cornerstone On-Demand (CSOD) system then follow the instructions in the Employee IDP Task Aid Packet to create your Individual Development Plan. When you finish selecting learning and development activities, you’ll select “submit plan”. That saves a copy of your plan and shares it with your supervisor. You and your supervisor can then discuss your learning plan at your mutual convenience.
Please consult your supervisor to determine if an IDP is required for your position.
An Individual Development Plan (IDP) doesn't guarantee a promotion, but it can enhance your qualifications for future positions. By focusing on acquiring the necessary skills, training, and certifications, an IDP helps you become a stronger candidate for advancement opportunities.
You are in charge of what goes on your IDP. If you’re only interested in excelling in your current role, you can fill your IDP with training and growth opportunities to improve your performance. In the spirit of continuous improvement, IDPs allow employees to identify opportunities for personal and professional development that benefit both you and the agency.
No. IDPs shall not be included as a performance element in the Defense Performance Management and Appraisal Program (DPMAP). An IDP is not a performance evaluation tool. Its primary purpose is to help employees reach short and long-term career goals, as well as improve current job performance. It should be looked at like a partnership between the employee and the supervisor. It involves preparation and continuous feedback. An IDP should never be included as a standard element for formal appraisal. Learn more about IDPs on the U.S. Office of Personnel Management (OPM) Training and Development Policy Wiki.
Discussing Individual Development Plans (IDPs) with your employees can be a great way to support their growth and align their goals with the organization's objectives. Here are some steps to help you have a productive conversation:
Prepare in Advance: Review each employee's current performance, strengths, and areas for development. Think about how their goals align with the team's and the company's objectives.
Create a Comfortable Environment: Schedule a dedicated time for the conversation in a private, comfortable setting. Make sure the employee feels at ease and knows this is a supportive discussion.
Start with Positives: Begin the conversation by acknowledging the employee's achievements and strengths. This sets a positive tone and shows that you value their contributions.
Discuss Development Areas: Talk about areas where the employee can improve. Be specific and provide examples. Frame this as an opportunity for growth rather than criticism.
Set Clear Goals: Work together to set SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals. Ensure these goals are aligned with both the employee's career aspirations and the organization's needs.
Identify Resources and Support: Discuss what resources, training, or support the employee might need to achieve their goals. This could include mentoring, courses, or new project opportunities.
Create an Action Plan: Outline the steps the employee will take to reach their goals, along with timelines and milestones. Make sure both of you are clear on the expectations and next steps.
Follow Up Regularly: Schedule regular check-ins to review progress, provide feedback, and make any necessary adjustments to the plan. This shows your ongoing commitment to their development.
Encourage Open Communication: Let the employee know they can come to you with questions or concerns at any time. Foster an environment of trust and openness.
When discussing your IDP with your supervisor, start by reflecting on your achievements over the past year, highlighting specific projects where you excelled and why you found them fulfilling. If you received constructive feedback, ask for detailed guidance on how to improve and incorporate those suggestions into your IDP. Share your long-term career aspirations, discuss new skills or experiences you want to gain, and how they align with your goals. This proactive approach will help your supervisor understand your interests and provide tailored support for your development.
An IDP template is a structured outline of objectives, trainings, and action items created in Cornerstone OnDemand (CSOD). Supervisors typically create these templates for employees to summarize what is needed to grow into a specific grade and role. Employees can then access and modify the template to align with their unique needs and professional aspirations.
IDP templates allow a supervisor to define the skills, certifications, and experiences that a typical employee would have in a job role. For example, an office administrator would need to know how to use MS Office Suite to improve organizational efficiency, an IT specialist needs to know how to troubleshoot problems with these programs, and an educator needs to know how to apply these programs to build students' skills. Creating a list of what an employee will need to succeed within a position gives employees hoping to move into that position a clear checklist of skills to learn and helps to frame further development conversations between the supervisor and the employee.
To create a template in CSOD, supervisors can contact the LMS Admin team at lmshelp@dodea.edu with their list of development tasks (skills and abilities) and position title.
