QWE Practice Guideline: 210: Conduct individualized career planning

Target group: Any organization employing and/or supporting individuals with disabilities

Practice Description

Individual Development Plans (IDP) are created for each employee to encourage and provide direction for their career track.

Resources Needed

Subject matter experts/trainers

• Staff with knowledge for IDP policies and procedures as well as experience supporting upward mobility

Implementation

Process

• An IDP is created for each employee with a focus on encouraging the employee to take personal responsibility and accountability for his/her career track
  • Layout plan for career development
  • Consider the skills he/she needs to acquire or enhance
  • Provide support for tracking and monitoring progress
  • Align employee’s training goals with company mission and objectives
• The IDP is monitored regularly to ensure employees are on track
• The IDP is updated annually
• Supervisors are actively engaged in the process, which allows them to develop a better relationship with their employees and improve their understanding of their employees goals, strengths, and development needs
• Employees have access to the Corporate University, which provides a variety of trainings to enhance skills and knowledge

Documentation

• SOPs
  • Policies and procedures for developing, implementing, and monitoring the IDP process
• Training
  • For supervisors to understand how IDPs are created and monitored

Outcomes/Results

• The IDP program improved morale and job satisfaction
• Over 90% of staff completed an IDP and update it annually
• Employee skill sets and job opportunities have increased
• Employees have also recognized new employment interests

NPA: Goodwill Industries of Middle Georgia
Location: Macon, GA
Date Submitted: 2012
Website: http://www.goodwillworks.org/

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