Office of Research Central: Individual Development Plan (IDP)
An IDP can be used to develop skills, achieve your goals, and further the office’s mission and/or the University’s
mission. An IDP is not a crystal ball – but it is something that can help as you consider your future. It is a
personalized framework that you can use to plan and then position yourself for whatever path you take in your
career.
This worksheet can help you begin thinking about your likes, dislikes, goals and abilities. Reflecting on these items
can greatly assist you in your career development. You are free to share part, or all, of your IDP with your
supervisor or someone else whose advice you think would be helpful. Your IDP has no bearing on your
performance evaluation.
Name Title
Date Supervisor
1. Identify: Professional Goals / Motivations
What are my professional growth and career aspirations?
How do I think these aspirations can be best met at UW?
What direction is my organization going and what will it need in the future?
What do I like most and least about my current job?
What would I like to do more or less of?
What skills does my current job require? What is my current skill level in these areas?
2. Assess: Talents or Strengths to Use More
What are 4-6 of my talents and strengths?
A list to consider:
Attentive Ability to make Organized
Collaborative decisions Motivated
Confident Ability to delegate Ability to multitask
Conflict resolution Dependable Technologically savvy
Customer service Effective communicator
oriented Flexible
Others:
_______________________________________________________________________________
_______________________________________________________________________________
What knowledge or skills do I need to enhance?
Do I have any weaknesses or obstacles that make it difficult to do my job or will prevent me from reaching my
goals?
Updated 5/09/18
ORC’s goals are to:
Add value to the overall research experience
Achieve operational excellence
Attract and retain top, diverse staff
Add value to the UW
Are my goals in alignment/harmony with ORC’s goals?
2-3 years from now, where do I want to be?
What do I need to achieve now to accomplish this?
Is there something more that I could do that would make a greater contribution to my organization?
Is there a new task or role I could take on that would make better use of my talents and move me ahead?
What additional value could I provide? What would it take to “release” this?
What challenges would I like to face that might help me grow?
What changes could I make in my performance that would satisfy me?
What training, certifications, etc. would I like to obtain?
What skills or competencies do I want to develop/improve?
3. Plan: Focused IDP Objectives and Actions Steps
What development goals do I have for the next 12 months?
The next five years?
What specific actions can I take to achieve these goals?
What do I need to support my acquisition of the new skill/knowledge?
How can others help me avoid or get past barriers?
Identify how the skill or knowledge will be developed. (i.e.: regular feedback, training, on-the-Job learning,
mentoring, coaching)
4. Act
This form can serve as a formal agreement between you and your supervisor to document your development
progress. If your supervisor is not currently involved in assisting you with your plans, you can use this form to
keep yourself on track.
5. Evaluate
An evaluation can be done on your own, or with your supervisor. It is recommended to do this at least annually.
Updated 5/09/18
