Individual Development Plans. (1) An Individual Development Plan (IDP) is a flexible document developed jointly between an employee and his/her supervisor for current and future professional and career development. A career counselor may assist the employee in identifying goals and career paths. The IDP is responsive to the needs of the organization and the employee. It may include on- the-job developmental assignments, after-hours study, volunteer activities, etc. It does not guarantee an employee a promotion.
Individual Development Plans. Each year, preferably at the time of establishment of the Performance Plan, the supervisor will have a discussion with the employee which should result in the development of an Individual Development Plan (IDP).
Individual Development Plans. Employees will have access to career development tools through the Employer’s intranet. This career development plan could include: vocational assessment, career counseling and external education as provided by the tuition assistance plan and interview preparation. The focus is on assisting employees in developing their knowledge, skills and abilities (KSA) in preparation for career advancement opportunities in the WSIB.
Individual Development Plans. The parties recognize that mutually agreed upon individual development plans are not disciplinary actions and that they serve as a constructive tool to aid an employee in developing skills and/or improving performance. Each plan is expected to address specific practice issues and/or performance improvement goals with timelines for completion. Such plans are voluntary and may be initiated by either the employee or management. The unit manager must be notified of all such plans. They are distinct from work correction measures, which may be utilized as part of a disciplinary process. The time required for completing plan assignments or learning activities will be scheduled in a manner that does not disrupt the nurse’s patient care duties, and will be compensated as time worked.
Individual Development Plans. Employees who have applied unsuccessfully to a job will, upon their request, be offered career planning and development by the Human Resources Division. This support could include vocational assessment, internal career counseling and tuition assistance as per the employers’ tuition assistance plan. This could also include interview preparation. The focus is on helping employees in developing their knowledge, skills and abilities (KSA's) in preparation for career advancement opportunities in the WSIB. Eligibility to reapply to the same position will be reinstated upon completion of the mutually agreed upon Plan. Where a Plan is not agreed to the eligibility to reapply will not be restricted.
Individual Development Plans. The parties recognize that mutually developed individual development plans serve as a constructive tool to aid an employee in developing skills and/or improving performance. Such plans can be initiated by either the employee or the manager.
Individual Development Plans. The parties recognize that mutually agreed upon individual development plans are not disciplinary actions and that they serve as a constructive tool to aid an employee in developing skills and/or improving performance. Each plan is expected to address specific practice issues and/or performance improvement goals with timelines for completion. Management will communicate in writing to an employee that sSuch plans are voluntary and may be initiated by either the employee or management. The unit manager must be notified of all such plans. They are distinct from work correction measures, which may be utilized as part of a disciplinary process. The time required for completing plan assignments or learning activities will be scheduled in a manner that does not disrupt the nurse’s patient care duties, and will be compensated as time worked.
Individual Development Plans. Management will develop with the employee an Individual Development Plan which will be responsive to both the needs of the program and the employee. Upon request, Management will provide career counseling through such means as discussing career goals, skills, and experience required for positions within the Agency. A discussion should occur concerning the employee’s IDP during the mid-year and the Annual Performance appraisal. At the request of the employee, an appropriate amount of time will be set aside to discuss the IDP and/or career development. The meeting should occur in a private setting with minimal distractions or disruptions. At the employee’s request, these meetings may occur on a more frequent basis.
Individual Development Plans. 1. Each State department shall be required to complete an annual Individual Development Plan for each permanent full-time employee and for permanent intermittent employees who work 750 hours or more annually.
Individual Development Plans. Management will develop with the employee an Individual Development Plan which will be responsive to both the needs of the program and the employee. Upon request, Management will provide career counseling through such means as discussing career goals, skills, and experience required for positions within the Agency. A discussion should occur concerning an employees IDP during the Mid Year and the Annual Performance appraisal. At the request of the employee, an appropriate amount of time will be set aside to discuss the IDP and/or career development. These meetings should occur in a private setting with minimal distractions or disruptions. At the employee’s request, these meetings may occur on a more frequent basis. Rating Supervisors will be rotated amongst employees on an annual basis.
