Personal Development Plan Sample Clauses

Personal Development Plan. A Performance Review will occur three (3) months from commencement, and then annually taking account of the key roles and responsibilities outlined in this position description. • Bachelor of Speech Pathology, Master of Speech Pathology or recognized equivalent • Eligibility for membership of Speech Pathology Australia • Professional Self-Regulation Program membership or demonstrated equivalence • Current Victorian Driver’s License • Demonstrated knowledge and reasoning in preschool paediatric and adult Speech Pathology assessment and intervention in acute, rehabilitation, community and residential aged care settings • Demonstrated effective interpersonal and communication skills, both written and verbal • Demonstrated ability to work as part of an interdisciplinary team • Demonstrated understanding of person-centred care • An understanding of the principles of continuous quality improvement • Established skills in organisation, planning and priority setting • Demonstrated computer skills • Establish effective therapeutic relationships with clients and families / carers • Provide high quality assessments and interventions to maximize functional independence, health, safety and quality of life of inpatients and community based clients • Ensure client involvement in decision making, care planning and discharge planning • Promote a culture of person-centred care, the Active Service Model that encourages and supports client participation to maintain or improve their health and independence and effective teamwork • Evaluate and moderate service delivery in accordance with evidence based practice • Establish effective working relationships with members of the Speech Pathology department, other members of the multidisciplinary team and external service providers, ensuring relevant information is communicated in an effective and timely manner • Prioritize own workload and utilize time and resources efficiently and effectively • Document client notes accurately in accordance with Health Service and legal requirements on a daily basis • Perform electronic data entry accurately and on a daily basis • Spend a minimum of 90% of time directly on client contact or client related activities • Assist with the administration of the Speech Pathology Department including ordering of supplies, financial processes and other activities as directed by the Chief Speech Pathologist.

Personal Development Plan. A Performance Review will occur three (3) months from commencement, and then annually taking account of the key roles and responsibilities outlined in this position description.

Personal Development Plan. The employer encourages the employee to draw up a personal development plan that meets their individual development and training needs. The plan addresses competencies, knowledge, skills and conduct. The personal development plan pays attention to aspects that affect the employee’s sustainable employability, also in view of the employee’s length of stay in the current position and possible future changes to the position (including the job content and the possible redundancy of the position). If necessary for the individual employee, it must include the granting of more extensive education, training and development programmes and the time required for this, as well as doing work placements.

Personal Development Plan. A. The personal development plan (PDP) shall be developed by the teacher and/or evaluator. It is the district goal that this be a mutually developed plan. B. The following shall apply to personal development plans based on observations: 1. If an item on the observation form is marked “needs improvement,” or “ineffective” a personal development plan may be developed. 2. If a personal development growth improvement plan is developed it shall be written within five (5) working days after the observation. A copy shall be given to the teacher and a copy shall be kept by the evaluator. C. The following shall apply to personal development plans based on evaluations: 1. If an item on the evaluation form is marked “needs improvement,” or “ineffective” a personal development plan shall be developed. 2. No personal development plan shall be written for items that are marked “effective”. 3. One copy of the personal development plan shall be given to the teacher; one copy shall be kept by the evaluator; and one copy shall be filed in the teacher’s file in the District Human Resources office. D. All personal development plans are intended to serve as an admonishment, shall be in writing and shall include statements as to: 1. what should be done by the person evaluated, including level of performance expected. 2. the date when progress shall be reassessed, which shall not exceed sixty (60) days. 3. what resources the school may provide to help the person evaluated achieve the expected performance (workshops, visitations, etc.). 4. evidence the teacher shall provide to show progress has been achieved (oral interview, narrative description, etc.).

Personal Development Plan. 1.1.1 A Municipality should be committed to – (a) the continuous training and development of its employees to achieve its vision, mission and strategic objectives and empower employees; and (b) managing training and development within the ambit of relevant national policies and legislation. 1.1.2 A Municipality should follow an integrated approach to Human Resource Management, that is: (a) Human Resource development forms and integral part of human resour- ce planning and management. Original signed as per Council Resolution C2526/04/2021 dated 29 April 2021 (b) In order for training and development strategy and plans to be success- ful it should be based on sound Human Resource (HR) practices, such as the (strategic) HR Plan, job descriptions, the result of regular perfor- ▇▇▇▇▇ appraisals and career pathing. (c) To ensure the necessary linkage with performance management, the Performance Management and Development System provides for the Personal Development Plans of employees to be included in their annual performance agreements. Such approach will also ensure the alignment of individual performance objectives to the municipality’s strategic objec- tives, and that training and development needs can be identified through performance management and appraisal. (d) Career-pathing ensures that employees are placed and developed in jobs according to aptitude and identified potential. Through training and development they can acquire the necessary competencies to prepare them for future positions. A comprehensive competency framework and profile for Municipal Managers are attached and these should be linked to relevant registered unit standards to specifically assist them in compi- ling Personal Development Plans in consultation with their managers. (e) Personal Development Plans are compiled for individual employees and the data collated from all employees in the municipality forms the basis for the prescribed Workplace Skills Plan, which municipalities are requi- red to compile as a basis for all training and education activities in the municipality in a specific financial year and report on progress made to the Local Government Sector Education and Training Authority. 1.1.3 The aim of the compilation of Personal Development Plans is to identify, prioritise and implement training needs. 1.1.4 Compiling the Personal Development Plan attached as Appendix. (a) Competency assessment instruments, which are dealt with more speci- fically in Appendix 1 and 2, shoul...

Personal Development Plan. 1.1.1 A Municipality should be committed to — (a) the continuous training and development of its employees to achieve its vision, mission and strategic objectives and empower employees; and (b) managing training and development within the ambit of relevant national policies and legislation.

Personal Development Plan. To assist with the first two options above, the individual will be offered a Personal Development Plan to assist them to reach the full potential of the job and/or to maximise their own personal potential. It is recommended that a number of short, medium and long term objectives are set in line with departmental aims (Appendix (ii)). During the four years of the personal development period all reasonable efforts will be made to assist the individual to develop. This will include allowing the individual access to any developmental activities e.g. working alongside a more senior colleague, a staff development interview or assessment and any training which may be of benefit. The Head of Department will identify an appropriate person (usually the Supervisor) to work with the member of staff in developing an appropriate and realistic Personal Development Plan. Support and advice can be sought from the Customary HR Adviser and/or a Staff Development HR Adviser. An additional individual meeting may be necessary to agree the Personal Development Plan. This will be followed by a formal review after six months and then annually once the Personal Development Plan has been set. Work on the Personal Development Plan should continue even if an individual’s salary becomes unfrozen through cost of living rises.

Personal Development Plan. The Personal Development Plan that pertains to what development interventions are envisaged and planned to bridge the gap between the required level of competence and the employee’s actual (current) level of competence and thus bring the employee to the desired competency level. 1. Public Administration Masters in public Administration Attend course facilitated by Fort Hare University through SALGA 70 2010/2011 Link to all the KPAs 2. Certificate Programme in Management Development (CPMD) Completion of outstanding modules Attendance of block training programmes 30 2010/2011 Link to all the KPAs 5. TOTAL WEIGHTING 100%

Personal Development Plan. The Personal Development Plan that pertains to what development interventions are envisaged and planned to bridge the gap between the required level of competence and the employee’s actual (current) level of competence and thus bring the employee to the desired competency level. 1. Strategic Planning Strategic Thinking Strategic Planning Workshop 20 During this Performance Cycle Own KPAs 2. HR Policy Mapping Ability to map policies Attend Quality Assurance Workshop 20 During this Performance Cycle Own KPAs 3. Project Management Ability to use Project Management principles & use MsProject Attend Classroom training on MsProject 20 During this Performance Cycle Own KPAs 4. Service Delivery Innovation Ability to link HR with Service Delivery Service Delivery Innovation Workshop 20 During this Performance Cycle Own KPAs 5. HR Forecasting Ability to forecast HR Planning Training 20 During this Performance Cycle Own KPAs OTAL WEIGHTING 100% (20)