Module 4 Professional Development Plan: Creating Your Career Goals

2017 Performance Management Training

1

Module 4 Objectives

Please explore all the Performance Training Modules:

Module 1Performance Management Process and System Overview

Module 2Performance Objectives: Setting Goals

Module 3Our Behaviors: Setting Expectations

Module 4Professional Development Plan: Creating your Career Goals

2

• What is a Professional Development Plan (PDP)?

• Why it is important to invest the time to create one?

• Key elements to create a Professional Development Plan.

• How to formalize it in our Performance system?

WHAT is a Professional Development Plan (PDP)?

3

It identifies and tracks your progress against specific leadership competencies (i.e. Our Behaviors), technical skills gaps and development goals.

The PDP charts your journey…

• Helps you define the goals, strategies and expected outcomes.

• Aligns your priorities for learning and growth.• Adapts as your needs and opportunities evolve.

A roadmap to navigate your way, to turn your goals into results!

WHY have a Professional Development Plan?  

• Cultivate new capabilities.

• Set goals and track your accomplishments.

• Forge relationships.

• Develop a “personal brand”.

• Be the best advocate for yourself.

• Open opportunities for advancement.

4

Professional Development Plan - Five Key Steps

5

Defining Career Goals

Assesing Your Gaps

Defining Action Steps

Measuring Success

Starting the Conversation

1

2

3

4

5

Step 1 – Consider Your Developmental Goals• What capabilities in terms of competencies,

knowledge, experiences do I need to be successful on my role?

• What is the expected level of proficiency for technical and behavioral competencies in my current role?

• What’s required in the next role that I want to achieve?

6

Step 2 – Assess Your Strengths and Gaps

• What are the critical competencies to be successful in my current role?

• Where am I compared to what is expected from my role?

Evaluate your current capabilities and Identify developmental priorities

• Annual performance appraisal.• Your manager.• People with whom you have worked

with.

7

Seek Feedback Reflect

Step 3 – Define Your Action Steps

Exposure

• How do I get there? • What do I need to learn to achieve my developmental goals?• What experiences, exposures and/or education will help accelerate my

performance?• Do I have a knowledge gap or a performance gap?

8

Step 4 – Measure Success

Ø What does success look like?

Ø How do I track my progress?

Ø Incorporate feedback, observations and key performance indicators (KPI) as needed.

9

Step 5 – Start the Conversation

q Set stage by confirming goals for current year.

q Open dialogue about future career plans.

q Address strengths, challenges and opportunities.

q Exchange ideas on developmental actions.

q Gain alignment on my plan.

10

Example: Professional Development PlanOrganize, plan and deliver 3 off-campus events to market Specialized Master’s degree courses and contribute to 10% in enrollment by October 2017.Performance

GoalIncrease my level of collaboration and listening skills, especially when others present ideas that are different from mine.Developmental

GoalDevelopment Category

Collaboration (and Listening Skills).

Action Steps• Practice  active  listening  skills.• Join  a  group  assignment  where  I’m  not  the  

expert.• Resolve  an  issue  or  conflict.

• Establish a mentor relationship.

• Seek input from colleagues and other stakeholders.

• Read  book  “The  Discipline  of  Listening”.  • Complete  training  on  Collaboration.

On-the-job Experience70% Exposure20% Formal Learning10%

11

Checklist to ensure you have an effective PDP.

12

Performance Management Landing PageLearning about the tips available in the system

Employee Name

Laureate Employee Name

13

Adding a PDP Objective in SHRPS

14

15

PDP Template in SHRPS

Development Category

Goal (SMART)

Outcomes

Success Metrics

Action Steps

Start & End Date

Status

Choose from Our Behaviors or technical skills.

Enter your SMART goal description here.

Describe results achieved based on the Success Metrics.

How do you know you achieved your goals?

70/20/10 approach to achieve your developmental goal. • 70% is experience and on-the-job activities;• 20% is from relationships, exposure and feedback;• 10% is training and formal education.

Set your goal within a specific timeframe.

Track your development progress on an ongoing basis.

Next Steps

1. Complete all the training modules (1 to 4) to ensure you understand how to plan your performance effectively.

2. Begin drafting your performance goals to prepare the discussion with your team.

3. On March 1, log into SHRPS (http://shrps.laureate.net) and begin documenting your goals in the system.

Do you have questions? Contact:

• Accessing SHRPS.• Didn’t receive a

notification email.• Password reset.

Global Human Resources Information Systems team at ghris@laureate.net.

• The performance process and timeline.

• Using SHRPS.• Individual objectives, Our

Behaviors and development plans.

• Organization/institutionalspecific goals.

Please contact your local HR Business Partner or Org Development Manager.

16

Module 1Performance Management Process and System Overview

Module 2Performance Objectives: Setting Goals

Module 3Our Behaviors: Setting Expectations

Module 4Professional Development Plan: Creating your Career Goals

ü What is a Professional Development Plan (PDP)?ü Why it is important to invest the time to create PDP?ü What are the key steps to create a PDP?ü How to formalize it in our Performance system?

ü What is Performance Management Process and cycle?ü What are the key components in the process?ü What are the sections in the Performance System (SHRPS)

ü Why it is important to set goals?ü How to define and prioritize goals?ü How to track your performance objectives in the system?

ü What we mean by ‘Our Behaviors’?ü How to identify the behavioral standards that are right for your role?ü How to capture them in Performance system (SHRPS)?

Please Explore All Four PM Training Modules

17

More to come….mid-year and year-end

18

Performance  Planning  &  Approval

(Jan – Apr)

Mid-­‐Year  Feedback(Jul  – Aug)

Year-­‐End  Review(Nov-­‐Dec)

Acknowledgement(Jan-­‐Feb) Coming Soon

Coming Soon