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development specialists are available for
appointments. Service is available to all Duke staff members. |
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Professional Development Planning
A professional development plan documents the goals, required skill and competency development, and objectives
a staff member will need to accomplish in order to support continuous improvement and career development.
A professional development plan is created by the manager working closely with
the staff member to identify the necessary skills and resources to support the
staff member's career goals and the organization's business needs.
Professional development for staff members begins when a new member joins your team.
In addition, all staff members should have a "living" professional development plan
in place. Planning should not take place only after an staff member is
identified as needing improvement. Professional development plans should be
reviewed on an on-going basis throughout the year, with at least one interim
review discussion between the staff member and supervisor prior to the end of the
yearly performance review period.
Professional Development Planning Steps
Use the following steps to create a professional development plan with your
employee. Feel free to use the
example
professional development plans (listed above) to assist you in the process.
Step One: Request a self-assessment from the staff
member
Have the staff member complete a self-assessment of their interests, skills, values, and personality.
Use the sample performance planning and self-assessment forms listed to the
right to assist in the process. When evaluating the staff member's responses, keep these questions in mind:
- What skills, career opportunities, technologies interest the individual?
- Do those skills/interests/goals support the organization's needs and goals?
- What are the short and long term steps to get there?
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Maintain focus on organizational goals,
department goals and job responsibilities |
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Focus on 2-3 skill areas |
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Encourage staff members to be proactive |
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Encourage regular updates on progress |
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Be flexible - willing to adapt or change direction |
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Acknowledge successes! Celebrate! |
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Step Two: Develop your assessment of the individual's skill level
Based on the staff member's self-assessment, their work record, and your own observations, determine the
staff member's
skill level in the following categories:
- Technical skills: skills needed to get the job done.
- Social skills: how do they work with others?
- Aptitudes: natural talents; special abilities for doing, or learning to do, certain kinds of things.
- Attitude: outlook, feelings, mind-set, way of thinking, and point of view.
Step Three: Assess the department and organization's needs
In order for professional development to be successful, the staff member's needs and interests must be applied to address
organizational objectives. The staff member's career path must align with the organization's workforce needs. In creating a
professional development plan, consider the following goals:
- "Big Duke" goals
- Departmental goals
- Team goals
- Individual goals
Step Four: Explore development opportunities with the
staff member
Explore the professional development opportunities available at Duke with your
staff member. Some examples include:
- Professional Development Institute - The
Professional Development Institute is a center dedicated to providing
professional development training programs and resources for staff that
supports identified staffing needs across Duke. The Institute offers long-term
training programs with a tailored curriculum designed to develop skills and
capabilities needed to fill identified job opportunities across Duke.
- New Projects & Responsibilities - Explore what new projects and
responsibilities the staff member can assist with in their own department.
Staff members can use such opportunities to develop new skills such as web design,
business writing, and project management.
- Workshops & Seminars - Learning &
Organizational Development offers a variety of workshops and seminars that
help an staff member develop their work and computer technology skills
- Educational Opportunities - There are a variety of educational
opportunities available at Duke and in the Durham area. For a list of
available resources, please refer to Training.
- Volunteer Opportunities - Volunteer opportunities can present a
unique way for an staff member to develop certain professional skills.
Search the Duke Today web site for a list of
volunteer opportunities at Duke (look under the "Volunteer Opportunities" tab).
- Mentorship - Interested staff can be paired with mentors for a
variety of activities including information interviews, shadowing, tutorials,
etc. For more mentoring resources, please visit the
Mentoring @ Duke web site. PDI can also provide assistance with
determining professional goals before you seek a mentoring relationship.
Click here to schedule an appointment with
a PDI representative.
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Step Five: Record and analyze the staff member's progress
Collect feedback from the staff member about their development progress to assist in identifying what the
staff member
is doing well, build on their skills, correct any problems that may arise, and help them develop new abilities that will improve
personal performance as well as organizational outcomes.
Use a Performance Log for tracking, recording and providing feedback from the
staff member. Record dates, events, expectations, and the impact of action steps on
their development. Make sure to record:
- Observations of enhanced skills or knowledge and how they were applied.
- Progress towards goals and objectives.
- Observations where skills / knowledge
could be applied - use for future discussion.
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