Your Initial Development Plan


Career Development Philosophy


The responsibility for career planning is jointly shared by the employee, the supervisor and the department/organization through training, education, work assignments and other developmental opportunities. The ideal career plan provides employees the opportunity to advance to the highest level of their capability. The most effective training and development strategy will result from a collaborative relationship between the respective participants in the process in order to identify specific developmental opportunities.


Career Development Objectives:


  • Align with strategic objectives of the organization
  • Continual development and learning
  • Incorporation of both short term and long term goals
  • Build upon your strengths and shore-up weaknesses


Your individual development is not something that can be enhanced solely through classroom training, but requires a thoughtful assessment of development opportunities in all forms (e.g. on-the-job training, rotations, special project work, mentoring, etc.). In the same vein, success is not defined solely through the lens of your personal technical proficiency, but also in your ability to improve the work for your entire organization. For instance, proposing better ways for DFAS to process a voucher is just as important as your ability to do so correctly using the current process.


Always be on the look-out for what you can do to improve both your day-to-day performance, as well as the performance of the entire organization.


The following chart summarizes the process of formalizing your Individual Development Plan (IDP). It shows the responsibilities of leaders, supervisors, and employees as well as "Where" you can go to find information to shape your development plan.

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