Say, Before we get started, I’d like to ask you this – If I gave you $4,500.00 what would you do with it? Flipchart some answers, some will be good for a laugh Use as segue into professional development (e.g. the funds are available to you through the EPDP, etc.). We’ll talk about some of the doors EPDP can open up for you as we talk about some of the other items on our agenda.

First, I’d like to welcome you all to Professional Development Planning. Go over logistics, building, restrooms, etc. Segue into agenda

Go over agenda, highlighting that most of the morning will be spent going over PDPs, and most of the afternoon will be spent creating one, since often one of the biggest barriers is finding the time to do one. (So now there aren’t any excuses!)

Go over the book and its contents – 1st half is learning, 2nd half is application of learning. Direct to page 4 for PPP

The P.D.P. is a positive, communication and development process, with tools, used by management and individuals in organizations

In order to create a high performing organization where people want to come and do their best, management implements these Performance Management Essentials. These Performance Management Essentials are like links of a chain. If one link in the chain isn’t strong, the chain weakens and most likely will break.

* What are “consequences”? Actions applied to desired performance or undesired performance. Examples include, but are not limited to: recognition (+) and corrective action (-).

But we all have so much paperwork, so many headaches, so much STUFF to do – why bother with this? Well, as you can see on page 7…

Approximately 46% of the government workforce is 45 years old – nearly half Rockefeller Institute, 7/2002

40% of the workforce is nearing retirement U.S. Air Force

66% of companies report that there is currently a skill gap in their organizations Use PDPs to fill departmental needed skill and knowledge gaps

41% say that changes in their organizations require new skills now Training and Development, 2005

90% of the knowledge in any organization is in the heads of its people

Essentials for PDP Success Develop goals, objectives with measurements, and expectations …share them with those who will help you achieve them Where is the department going? How will it get there? How will you know you arrived? Who can retire soon? What knowledge, skills and abilities will you need?

Ensure two-way communication Coach: provide regular, on-going, and complete feedback Take action to correct and improve performance before it becomes a problem Recognize desired performance and P.D.P. achievement

Lead by modeling the process (managers, supervisors and professionals) Supervisors During the process: Coach Provide support, opportunities, remove barriers Ask questions – how will you apply what you are learning?

Ask what the goals and expectations are Be aware of your skill and knowledge development needs and wants Develop and share your goals, expectations Take part in two-way communication Fulfill your commitments Seek and take advantage of learning opportunities Ask for, respond to coaching

Ask what the goals and expectations are Be aware of your skill and knowledge development needs and wants Develop and share your goals, expectations Take part in two-way communication Fulfill your commitments Seek and take advantage of learning opportunities Ask for, respond to coaching

Ask what the goals and expectations are Be aware of your skill and knowledge development needs and wants Develop and share your goals, expectations Take part in two-way communication Fulfill your commitments Seek and take advantage of learning opportunities Ask for, respond to coaching During the process Staff: Fulfill your commitments Document success, frustrations Ask for help, seek opportunities Ask questions – how will I apply what you are learning?

the P.D.P process can be started by your supervisor or manager Sets goals, communicates them Provides performance feedback regularly Encourages you to complete the P.D.P. Worksheet Asks you what your professional goals are Collaboratively helps to complete the plan Determine the goals of the department Complete the P.D.P. Worksheet Ask your manager or supervisor for help to complete the P.D.P. Complete the P.D.P Ask for and be open to feedback and support

You can complete a development plan for yourself! And share it with your supervisor or manager and ask for support

When have you not been as successful as you would like? What kind of feedback do you get from others? How does this compare to your self-image? What do you want to do that you’re not doing now? What additional skills, knowledge do you need? How do your goals fit with the department’s? What prevents you from growing or achieving your goals?

When have you not been as successful as you would like? What kind of feedback do you get from others? How does this compare to your self-image? What do you want to do that you’re not doing now? What additional skills, knowledge do you need? How do your goals fit with the department’s? What prevents you from growing or achieving your goals?

Set SMART Goals Attempt no more than 3 goals Action steps: how will you achieve your goal? Competency = I can apply what I developed on the job at will The forms are simply tools to guide the process

Snowballs activity. Write down a goal. Crumple it up. Set it aside.

Specific – is it observable? Measurable – is it quantifiable? Achievable – are there surmountable obstacles? Relevant – does this really matter? Time-bound: to be achieved by what date?

That crumpled up goal? Toss it across the room. Pick a new one up, read the goal, and make it “SMART”er.

Going back to school Mentoring Observation Reading Training classes Learn from your peers Research on the Internet…. = Achievement/ Competency

Going back to school Mentoring Observation Reading Training classes Learn from your peers Research on the Internet…. = Achievement/ Competency

Going back to school Mentoring Observation Reading Training classes Learn from your peers Research on the Internet…. = Achievement/ Competency

Going back to school Mentoring Observation Reading Training classes Learn from your peers Research on the Internet…. = Achievement/ Competency

Going back to school Mentoring Observation Reading Training classes Learn from your peers Research on the Internet…. = Achievement/ Competency

Discuss accomplishments – celebrate! Discuss what didn’t go well and what to do next time Review the P.D.P. process for improvement Determine how learning will continued to be applied Ask: what’s next? Repeat the process

Satisfaction with the status quo Cynicism No personal or professional goals Little initiative to seek development Expectation that it is only the organization’s/employee’s responsibility to provide opportunities

There are no guarantees … Depending on the position, competencies obtained from your P.D.P. may help you in the selection process You can use what you learn in your current and future positions

P.D.P.s are everyone’s responsibility Management sets the stage and each staff member takes part in the process Staff members can write their own development plans and share them with their managers too!

Performance coaching and career development is a management responsibility There are many consequences to not taking a serious interest in staff development. . . Our Department Director has instructed us to create quality development plans

Ideally, the Professional Development Plan is a voluntary process Remember, a P.D.P. can also be used to track development of needed current or future skill and knowledge All of us has the responsibility to build our knowledge and skill – if we don’t learn, we don’t grow

We are moving away from connecting the two since P.D.P.s are really performance improvement and career coaching tools, not evaluation tools

Professional Development Planning Helping people and organizations prepare for the future.

What would you do with $4,500.00?

What is a PDP?

It’s a tool.

It’s a map.

It’s a direction.

It’s a guide.

It’s a link in a bigger chain.

Why bother with them?

Forty-six percent.

Forty percent.

Sixty-six percent.

Forty-one percent.

Ninety percent.

If those numbers don’t scare you…

Consider this.

If you stop learning, you stop growing.

Lead the process.

Communicate and Coach.

Model the way.

Ask questions.

Take initiative.

Seek out learning.

Professional Development Planning The steps you need to take.

Management driven.

Employee driven.

Utilize your workbook.

(It’s another kind of map.)

Additional guidelines.

An activity (Part I)

SMART goals.

An activity (Part II)

Professional Development Planning Additional ways to develop.

Go back to school.

Become a mentor.

Observe others.

Read.

Professional Development Planning When performance development planning doesn’t work.

Find the root causes.

Identify roadblocks.

Professional Development Planning Frequently asked questions.

Professional Development Planning Helping people and organizations prepare for the future.