Individual Development Plans Sample Clauses

Individual Development Plans. The parties recognize that mutually agreed upon individual development plans are not disciplinary actions and that they serve as a constructive tool to aid an employee in developing skills and/or improving performance. Each plan is expected to address specific practice issues and/or performance improvement goals with timelines for completion. Management will communicate in writing to an employee that sSuch plans are voluntary and may be initiated by either the employee or management. The unit manager must be notified of all such plans. They are distinct from work correction measures, which may be utilized as part of a disciplinary process. The time required for completing plan assignments or learning activities will be scheduled in a manner that does not disrupt the nurse’s patient care duties, and will be compensated as time worked.

Individual Development Plans. Each year, preferably at the time of establishment of the Performance Plan, the supervisor will have a discussion with the employee which should result in the development of an Individual Development Plan (IDP).

Individual Development Plans. Employees will have access to career development tools through the Employer’s intranet. This career development plan could include: vocational assessment, career counseling and external education as provided by the tuition assistance plan and interview preparation. The focus is on assisting employees in developing their knowledge, skills and abilities (KSA) in preparation for career advancement opportunities in the WSIB.

Individual Development Plans. The parties recognize that mutually agreed upon individual development plans are not disciplinary actions and that they serve as a constructive tool to aid an employee in developing skills and/or improving performance. Each plan is expected to address specific practice issues and/or performance improvement goals with timelines for completion. Such plans are voluntary and may be initiated by either the employee or management. The unit manager must be notified of all such plans. They are distinct from work correction measures, which may be utilized as part of a disciplinary process. The time required for completing plan assignments or learning activities will be scheduled in a manner that does not disrupt the nurse’s patient care duties, and will be compensated as time worked.

Individual Development Plans. The parties recognize that mutually developed individual development plans serve as a constructive tool to aid an employee in developing skills and/or improving performance. Such plans can be initiated by either the employee or the manager.

Individual Development Plans. A. An individual development plan (IDP) is a tool to assist employees in career and personal development. Its primary purpose is to help employees reach short- and long-term career goals, as well as improve current job performance. ▇. ▇▇▇▇ may develop an IDP, but no BUE will be required to do so. The supervisor will meet with the employee and make a good faith effort to provide constructive feedback towards a working IDP. However, an employee selected to participate in a program requiring an IDP, as referenced in the Commission’s training policy, must complete and submit one to meet the program’s requirements. C. Any training, travel, or other expenses identified in the IDP are subject to supervisory approval and the availability of funds.

Individual Development Plans. Employees who have applied unsuccessfully to a job will, upon their request, be offered career planning and development by the Human Resources Division. This support could include vocational assessment, internal career counseling and tuition assistance as per the employers’ tuition assistance plan. This could also include interview preparation. The focus is on helping employees in developing their knowledge, skills and abilities (KSA's) in preparation for career advancement opportunities in the WSIB. Eligibility to reapply to the same position will be reinstated upon completion of the mutually agreed upon Plan. Where a Plan is not agreed to the eligibility to reapply will not be restricted.

Individual Development Plans. (IDP) a. Upward Mobility/Cross Training positions help employees develop in order to successfully perform higher level or different duties through training and incremental assignment of more complex work. The responsibilities assigned to the entry levels of such positions will involve more basic skills and knowledge compared to journey-level responsibilities. The responsibilities at each level of the position will be communicated to employees through the position description, IDP, and the performance appraisal system. The IDP will be tailored to the complexity of the job duties and will permit individuals to learn and assume the full range of duties. b. The IDP will be established for the affected position. The IDP for employees in the Upward Mobility Positions (UMP) will outline the objective criteria for each grade level that an employee must meet in order to be promoted. A copy of the plan will be given to each employee upon entry into the program and when the employee is promoted to a next grade level. The employee will also be advised of their earliest date of promotion eligibility. When IDPs are established and/or revised, the Employer will provide notice to the Union. The employee will be provided with a copy of any revised IDP within thirty (30) days of such revision.

Individual Development Plans. A. The parties recognize that an Individual Development Plan (IDP) is an important tool for scientific training and career planning. Although not required, all Fellows are encouraged to annually develop, review, and revise an IDP that outlines their short- term and long-term goals for professional development. To encourage and support Fellows in the IDP process, the Agency provides training and resources to the NIH community. OITE provides access to an electronic IDP that contains instructions. Fellows may use any IDP template, including but not limited to those provided by OITE and IC training offices. ▇. ▇▇▇▇▇▇▇ may develop, review, and revise their IDPs independently or in collaboration/consultation with an agreeable management official (generally, their Principal Investigator (PI) or supervisor), IC training office, OITE, or any additional career mentors of their choosing. A Fellow or their supervisor may request that a member of their IC training office or OITE attend an IDP discussion with them. In addition to the supervisor, the Fellows are encouraged to consult with additional career mentors in the development of an IDP. C. IDPs will not be used by the Agency in determining reappointment. D. The contents of IDPs are not grievable.