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Employee Development Planning Process

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The employee assesses:

  • Values, strengths, proficiencies

  • Areas of interest and/or potential growth

  • Myers-Briggs types and careers (opt)

  • Fit with School of Nursing focus and future needs

The leader assesses:

  • Current and future department/division’s strategic goals

  • Areas of potential growth for employee(s)

  • Skills required to meet the needs identified

  • Service levels to current and future customers

  • Development of staff and leadership qualities

  • Workload issues and available technology

The employee and leader meet to discuss and determine:

The employee's career goals (1-5 years). What skills/experiences:
  • Meet the department's strategic goals?

  • Enhance the employee’s ability to meet current School of Nursing needs?

  • Enable the employee to meet future needs and goals?

  • Develop staff and leadership qualities?

  • Develop knowledge worker skills?

Actions the employee, leader and division may take to achieve goals identified. For example:

  • Perform individual research/study

  • Attend classes, workshops, study groups

  • Assign new responsibilities to gain experience

  • Provide mentor or coach

  • Support/obtain professional certification and licenses

  • Enter a degree program

  • Serve on cross-functional team

  • Serve as a team facilitator

The employee then writes an Employee Development Plan (EDP) and discusses and finalizes it with the leader. The leader reviews and approves the employee’s Request for Funding and Release Time. At that point, the employee and leader:

  • Take action, acquire developmental learning, and discuss.

  • Make the EDP part of the annual performance evaluation.

  • Revise and update the EDP every two years to maintain eligibility for reimbursements.