Employee Development Planning Checklist

When you are developing your plan:

  • Consider your department’s current and future needs
  • Consider your personal interests - what excites you?
  • Consider needed skills for future jobs
  • Consider future professional goals
  • What technology skills could you improve?
  • Talk with your leader and co-workers about your interests and ask for feedback
  • Develop your ideas/plans/resources/people who can help
    • Books
    • Educational resources (e.g., tuition exemption, distance learning)
    • Networking resources and professional organizations
    • Available training (POD, UW Information Technology classes, etc.)
    • Mentoring
    • Cost and time estimates
  • Draft a plan
  • Set a time to talk with your leader about your plan
  • Be prepared to answer questions you may be asked
  • Hold the discussion and agree to a plan with your leader
  • Finalize the EDP plan and obtain signature from your leader
  • Request relevant training opportunities*
  • Submit plan and request electronically to your supervisor, department/unit chair/director, and OD/HR (sonhr@uw.edu)
  • Take Action!
  • Revise plan as needed
  • Renew plan every two years
 

Areas of Development

When identifying and approving training and conferences, it may be helpful to look at offerings in a variety of different areas. The following are categories or themes in which training and conference requests can be grouped:
  • Health and Safety: Includes suggested and required trainings to protect employee's safety on teh job and to comply with health and safety regulations and UW policies. 
  • Individual Skills Development: Includes advancing skills in one of the organizational competencies or those skills needed for an employee’s current role. This may also include developing skills and knowledge needed to meet long-term organizational needs or personal career goals.
  • Team Development: Includes team building and/or group training to enhance team members’ skills to enable support of the current systems and/or to learn emerging technologies to support the next generation of enterprise applications or technology.
  • Strategy, Governance, and Networking: Includes strategic conferences and leadership and management development programs to ensure the division has a concrete direction, strong oversight, and solid relationships with peers in higher education.
  • Trends and Research: Includes attending events or trainings to stay informed about higher education trends and research, to keep abreast of peer institutions, and to enable continuous improvement of technology and workforce practices.