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 C2617/07/2021 dated 29 July 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- xxxxx 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, should...
Personal Development Plan. When a Personal Development Plan (PDP) is warranted under the Tulsa Model, the teacher’s building principal or certified administrator assigned to the building will develop a Personal Development Plan (PDP). The follow-up/review conference shall not be held sooner than ten (10) working days from the start of the Personal Development Plan (PDP). The minimum length of a Personal Development Plan (PDP) shall be ten (10) working days except in extreme circumstances. The maximum length will be sixty (60) calendar days. If the plan is not completed by the end of the current school year, it may be continued to the next year.
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. 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)
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. Financial Management Advanced
2. People Management and Empowerment Competent
3. Client Orientation and Customer focus Advanced 4. Certificate in Management Development CPMD TOTAL WEIGHTING 100% Fully Competent Partially Competent Significant Development Required Mastered the Competency Has sufficient competence to operate at the required level Competence falls short of the required level 1
Personal Development Plan. In adopting the concept of a learning partnership it is important to establish the student’s learning needs at the very beginning of the placement. Students are encouraged to use the Professional Capability Framework to assist with this but more importance should be placed on the learning needs and opportunities provided by the agency and how this then links to the capabilities. Whilst the student is responsible for identifying and responding to learning opportunities throughout the placement, the student, Practice Educator, Placement Supervisor and Link Tutor should identify how learning needs can best be met, the outcomes sought and record this in a SMART format. Service-users have the right to know the status of the person they are in contact with. As social work is a protected title by law, the student should discuss with their Placement Supervisor the title to be adopted. “Student social worker” or “trainee social worker” are acceptable titles endorsed by the HCPC. The placement is based on a full-time working week, generally 37 but no less than 35 hours per week Monday and Friday. Students are expected to work the operating hours of the placement setting which are commonly 7.5 hours between 9.00 a.m. and 5.00 p.m. Whilst many agencies offer flexible working arrangements, students should not commence work prior to 8.30 a.m. or finish after 5.30 p.m. unless shift patterns operate. Shorter or longer working hours should not be negotiated in order to accrue TOIL (see below). If a placement requires a student to work shifts, either late evening or over the weekend, this must be discussed and agreed with the LT and/or Module Tutor. Students would normally be expected to sample a small number of different shift patterns, never undertaking overnight shifts, over the course of the 70/100 days. In accordance with the EU Working Time Directive (2003) students must take one uninterrupted 20 min break during a six hour work period (xxx.xxx.xx) as a minimum. The actual time taken for breaks will align with agency policy and practice. In the event that a student occasionally needs to work outside of the main operating hours to deal with personal matters, for example medical appointments, these should be agreed with the Placement Supervisor and team manager in accordance with agency policy. If there is a need to work in excess of the normal operating hours in order to deal with a work-related emergency this must be agreed by the team manager beforehand wherever poss...
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%
