Individual Development Plan (Page 7 of 30) in pdf

Talent Assessment Summary Form -- Instructions/Definitions

Performance Results

Enter the appropriate information for the last three year's Performance Management Program results, starting with the

most recent rating listed first.

Career Aspirations

Enter the employee's desired next position(s) in the short term and long term based on previous career discussions held

with the employee. Also enter your recommendation for the employee's next position as well as their readiness for that

position (I.e., "ready now", "ready 1- years", "ready 3-5 years" or "not applicable").

Leadership Competencies

For each leadership competency listed, place an "X" in the appropriate column to indicate to what extent the individual has

demonstrated the specific competency and/or skill set through observed behaviors. Refer to the "Competency

Assessment" worksheet tab within the Excel spreadsheet for the comprehensive list of Behavioral Anchored Rating

Scales. The "Competency Assessment" worksheet is an optional tool to help you consistently evaluate competency

performance.

Core Leadership Values

For each value listed, place an "X" in the appropriate column to indicate if the employee regularly displays the value or if

they consistently display the value and teach others. Refer to the "Core Values" worksheet tab within the Excel

spreadsheet for definitions of each value being assessed. The definitions are intended to help you consistently evaluate

how your employee lives the values. NOTE: Please leave the columns blank if you have concerns about whether or not

your employee regularly displays a value and address your concerns in the "Development Needs" section of the form.

Success Inhibitors

As part of the annual Talent Review process, we will proactively discuss and address potential negative behaviors in our

talent. Use this section to identify any objective and measurable negative behaviors that could keep the individual from

fully utilizing their strengths and may negatively impact their success or potential career advancement.

Attitude Survey Engagement Results:

Enter the employee's department attitide survey results (if applicable) engagement results for the last three years, with the

most recent results listed first. Use the comments section to indicate any special circumstances related to the results (I.e.,

employee was in place less than 3 months when survey was conducted, etc.)

Updated: 7/2006

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Individual Development Plan Page 7