计划的格式 [英语个人发展计划格式]

Creating of an Individual Development Plan is a shared accountability between the employee and their manager. It is an integral part of TE’s performance philosophy.

The manager is responsible for ensuring all direct reports have a development plan and to enable employees to achieve development goals that are agreed upon. It is the employee’s responsibility to initiate their individual development CONFIDENTIAL INFORMATION

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planning via the above template. Employee Development should be an ongoing conversation throughout the year but employee and manager should agree on formal checkpoints to measure progress. Key components of development planning include:

1. Employee initiates development planning by filling out the template

2. Employee and Manager hold a meeting to evaluate, refine and align on the development plan

a. Evaluate current and future demands/direction of the business and how it aligns with employee’s long

term and short term development goals

b. Identify competence gaps and list development objectives

c. Discussion between manager and employee to identify development activity, targeted completion date,

success measures and formal checkpoints throughout the year to measure progress

3. Document Development Plan progress throughout the year and agree on periodic formal and informal

checkpoints to measure success.

Successful development plans are –

• Employee-owned • Actionable • Realistic

• Formal (in writing) • Job-related

• Focused on improving present job performance • Able to measure results • Supported by the manager

Development planning components may include (but are not limited to):

• On-the-job Experiences

– Stretch assignments

– Cross-functional assignments – Project work – Job rotation

• Coaching & Mentoring

– Coaching: from manager and others – Mentoring: from others

• Formal Training

– Classroom

– Lunch ‘n’ Learns – Learning Groups

– Undergraduate/graduate programs

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