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:
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.