Developing Successors Internally

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Internal development is a general term that refers to those developmental

activities sponsored by the organization that are intended to help an individual

Exhibit 10-7. A Sample Individual Development Plan

Directions: Use this individual development plan to help an individual qualify for

advancement. The individual’s immediate organizational superior should complete

the form and then discuss it with the individual. If the individual feels that modifications

to it should be made, then the reasons for that should be discussed.

Employee’s Name Job Title

Department Time in Position

Appraiser’s Name Job Title

Department Time in Position

Today’s Date Plan Covering to

mo./day/yr. mo./day/yr. mo./day/yr.

1. For what key position(s) should this individual be prepared? Alternatively, what

kind of competencies should be developed? Over what time span?

2. What are the individual’s career plans/objectives?

3. What learning objectives should guide the individual’s development? (Note to

appraiser: Be sure to systematically compare the individual’s current job description

to a current job description for the targeted position[s] and list the identifiable

gap below. Alternatively, compare the individual’s present competencies to those

needed in a future position/level.)

(continues)

Exhibit 10-7. (continued)

4. By what methods/strategies may the objectives be met? (Indicate a specific learning

plan below, indicating learning objectives, strategies by which to achieve the

objectives, deadlines for achieving each result, and a checklist indicating whether

the learning objective was achieved.) Add paper if necessary.

Verified?

Learning Deadlines/ Yes No

Objectives Strategies Benchmark Dates ( ) ( )

5. How can the relative success of each learning objective be measured?

Learning