Understanding Annual Development Plans (ADP) for Professional Growth
Annual Development Plans (ADP) provide a structured platform for meaningful discussions between employees and supervisors regarding short-term development needs in current roles. The ADP process aims to separate short-term development from long-term career planning, encourage learning through experience, and emphasize employee ownership of development goals. By following a clear process outlined in the ADP, individuals can align their development needs with organizational objectives for enhanced success and growth.
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Annual Development Plan (ADP) Development 25thApril 2018
Agenda What is ADP What dose ADP process Aim to achieve? What the process will looks like What goes in to it (Examples) How you can use it to be more successful
What is ADP The Annual Development Plan (ADP) provides a platform for having a meaningful development discussion with your direct supervisor. It is focused on your development needs including knowledge, skills or a behaviors required in your current role and specific actions to address the development needs .
What dose ADP process Aim to achieve? ADP aims to: Split *short term development (ADP) from mid/Long term career planning (Career Discussion)-focusing only on Short-term development. Develop a common understanding of development using the 70:20:10 approach (70% learning on-the-job, 20% learning from others, 10% learning from classroom courses). Shift ownership of short term development to line and keeping mid/long term development with function Use Competency Framework as intended for development(Currently the Competency Framework is used predominately for progression). Ride on PPC process for simplicity and practicality
Annual Development Plan Development goals continue to be important to each of us for professional growth. They should continue to be recorded in your Annual Development Plan (ADP). The ADP provides a structure for a development discussion between you and your employee To be of value, development actions must be clear and achievable Factors It is owned and driven by the employee and is focused on short-term development needs required in the current position The content of ADP is important for your employees current and future development,
what the process will looks like Staff Staff Staff Works on Feedback Received from Supervisor Completes Self- Assessment on Current JCP Documents Development Actions (70:20) in ADP tab 1 5 SMART Inputs 4 Thorough Discussion 2 6 Staff and Supervisor Identify Development Needs (70:20) Staff Meets Supervisor and Verifier (Optional) for Final Endorsement Staff Meets Supervisor for CBD Discussion and Verifier (Optional) 3
My Career Aspiration Career Aspirations Is a personal career goals and aspirations, including the type of work and opportunities that interests you. This input may be used for Staff Discussions and Career Planning ) Strength Is your views of what you do well or a positive behavior you possess Competency Goals competencies you wish to work on developing or improving by year-end Agreed Development Actions Training items required to close any competency gaps identified.
My Career Aspiration Career Aspirations Is a personal career goals and aspirations, including the type of work and opportunities that interests you. Duration Time line Short term current role (4 5 years) Med term next role (within the next 5 years, next job ) Long term within the next 10 years Mandatory Field Definition Individual Input (Examples) My Career Aspirations Share your personal career goals and aspirations, including the type of work and opportunities that interests you. Attempt to describe your wishes in the short term (current job), medium term (next job, within the next 5 years) and longer term (within the next 10 years) Specialist in Rotating equipment or SME Managerial role like Cluster leader
Real examples : . My Career Aspiration: 1. I would like to be a person who Confidently can Handle TES in PDO 2. I want to make a different in HSE Management and to achieve goal zero aspiration
ADP Strength Is your views of what you do well or a positive behavior you possess Mandatory Field Definition Individual Input (Examples) My Strengths Share your views of what you do well or a positive behaviour you possess. Rotating Equipment Expert Self motivated
ADP Competency Goals competencies you wish to work on developing or improving by year-end (You will refer to your Job Competency Profile, Competency Based Development, or People Survey to select 3 to 5 competencies you wish to work on developing or improving by year-end) Discuss and agree with your supervisor on how to close the gap. Remember to apply the (70/20/10) approach
ADP Agreed Development Actions Training items required to close any competency gaps identified Mandatory Field Definition Individual Input (Examples) My Areas for Development (and required Actions to close gaps) Behaviors, skills, knowledge and/or characteristics that you need to acquire or address for future success. Attempt to address development areas in the short, medium and longer term. Identify recommended learning opportunities to address development needs, e.g. formal courses, special projects. For short term use CBD to select 3-5 skills elements which show a gap and require closure 70% On Job training 20% Coaching and mentoring 10% Training
How to Complete the ADP as Employee 1.Before meeting your Supervisor : 1.Schedule a face to face meeting with your direct Supervisor 2.Take time to reflect on your current role and work interests. 3.Complete a self-assessment against your Job Competence Profile or refer back to your Competency Based Assessment (CBA) conducted to get an idea of your strengths and areas of development in your functional area. 4.Get feedback from those you work with (Peers, Direct Reports and your Supervisor ) to identify areas of Leadership/behavior development 5.Complete your Annual Development Plan tab 6.Submit the draft ADP ahead of time to allow your supervisor to review and prepare for your face to face meeting 2.During the meeting with your Supervisor: 1.Discuss your career aspirations, your strengths and your areas of development 2.Align your development needs and actions with your Supervisor. Apply a 70/20/10 approach to your development actions (70% learning on-the-job, 20% learning from others, 10% learning from classroom courses). 3.After meeting with your Supervisor: 1.Document your development actions for the year based on your discussion and agreement with your Supervisor 2.Ensure you have continuous dialogs and discussions with your Supervisor throughout the year regarding your progress, to remove barriers, etc
How to complete ADP as Supervisors Step 1 1)- Before meeting the employee: Ask employee to: Take time to reflect on development goals and work interests. Refer back to Competency Based Assessment (CBA) conducted or complete a self-assessment against his/her Job Competency Profile to get an idea of strengths and areas of development in his/her functional area. Review the following document(s): Employee competency assessment Most recent performance appraisal Draft Annual Development Plan Employee s job description While reviewing the above documents, consider the following questions: Are the employee s goals realistic based on your assessment of the employee s capabilities and past performance? Are the employee s goals consistent with department needs, core competencies, and directorate goals? Do the proposed developmental activities support the employee s goals? Has the employee considered a full range of potential developmental activities, including self-study, on-the-job training, workshops, and stretched assignments? Do the developmental activities address performance improvement areas noted in the most recent performance appraisal?
How to complete ADP as Supervisors Step 2 2. During the meeting with the employee: Coach the employee on his/her aspirations and strengths, and areas of development. Consider the following: Identify elements of the job where he/she excels, and list elements for improvement. List specific job activities that he/she enjoyed and did not enjoy in the past year. For next role (within 5 years), discuss with employee future aspirations For long term, discuss and understand which track does the employee want to follow (leadership/Technical) and why Discuss and agree on the development actions to work in the current year: Agree with the employee on 3 5 competencies to develop for the year relevant to the current role. Identify development activities using the (70:20) since the 10 has been identified during the Learning Needs process from the previous year.
How to complete ADP as Supervisors Step 3 3- After meeting the employee: Review the write up once the employee has put in the system Continue having development discussions with the employee throughout the year regarding his/her progress, to remove barriers, etc.
