Career Planning and Development Participant Guide

Table of Contents
Course Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3
Career Planning and Development Defined . . . . . . . . . . . . . . . . . . . .4
Supervisor’s Role . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .6
Exercise: Overcoming Barriers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .11
Career Planning . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .13
The IDP . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .17
Career Development Discussion Questions . . . . . . . . . . . . . . . . . . . . . .23
Career Development Discussion Questions . . . . . . . . . . . . . . . . . . .24
Dos and Don’ts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .25
Exercise: IDP Review . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .26
Exercise: Career Development Discussions . . . . . . . . . . . . . . . . . . .28
Personal Action Plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .30
Career Planning and Development: Participant Guide
1

2 Career Planning and Development: Participant Guide

Course Introduction
Share with the class your:
P Name:
P Job title or office:
P Length of time in position:
P Learning goals or expectations for the course:
P First job:
Course Objectives
This course will help you:
P Recognize the benefits of developing talent to effectively meet the mission
and vision of OPM.
P Identify common steps in career planning and development.
P Assist employees in developing career goals and individual development
plans (IDPs).
P Prepare for and conduct career development discussions with employees.
P Plan for career development in your organization.
Course Roadmap
This course will answer the following questions about career planning and development:
P What is career planning and development?
P What role do I play?
P What is the role of the employee?
P What are the benefits?
P How can I overcome barriers?
P How will I implement the process?
3

Career Planning and Development Defined
Career planning and development is a systematic approach for building and shaping your
career.
Common Steps in the Career Planning and Development Process:
Career Planning
P Where am I now? Conduct a self-assessment: List your current skills, knowledge,
interests, and abilities.
P Where do I want to be? Develop goals: Think about where you want to be in two, three,
and five years from now. Write these desires in the form of SMART goals; each goal
should be a statement of a desired outcome that is specific, measurable, achievable,
relevant, and time-bound.
P How will I get there? Identify opportunities: Conduct research pertaining to occupations,
assignments, or positions you might be interested in pursuing. One way to find out about
government opportunities is to visit www.usajobs.opm.gov.
P How can I document this information? Complete the IDP: Document your goals and
opportunities. Employees and supervisors should work together to adjust and prioritize
the objectives on the IDP.
Career Development
P How can I communicate this information? Engage in a career discussion, using the IDP
as a guide.
P How will I track my progress? Employees and supervisors should meet every six months
to determine progress and make adjustments if necessary.

5
Who do you think should take the lead for each of these steps?
Step Supervisor Employee
Conduct a
self-assessment
Develop
goals
Identify
opportunities
Complete
IDP
Check progress
and provide
feedback

Supervisor’s Role
How would you describe your role in implementing these steps?
Coach and advisor:
Appraiser:
Source of referrals:

As a supervisor you should encourage employees to:
P Take ownership of career development strategies and be accountable for career
development efforts.
P Use self-assessments to identify the skills and knowledge necessary for career
development.
P Identify opportunities that balance individual and organizational interests.
List specific activities that will enable employees to take responsibility for
their development.
Career development is a continual process. The supervisor’s role in this process is to
balance the needs of the organization with the needs of employees.
7

Benefits of Career Planning and
Development
What are some benefits for:
P Employees?
P The organization?
P The work unit?
P You as a supervisor?
9

Benefits of Career Planning and Development
(continued)
A successful career planning and development program will help the organization:
P Develop and retain a cadre of qualified employees to facilitate the organization’s
achievement of its strategic and operational goals.
P Identify candidates for succession planning.
P Accomplish organizational objectives through improved employee performance.
A successful career planning and development program will help the supervisor:
P Leverage staff talent and shape roles and assignments to develop staff capabilities.
P Retain a staff of talented and ambitious people.
P Focus on strategic issues.
P Improve morale, job satisfaction, and work performance by matching employee and
organizational needs.
A successful career planning and development program will help employees:
P Attain a greater sense of self-confidence by giving them responsibility for managing
their careers.
P Feel valued and trusted.
P Realize their potential.
P Evaluate their needs, interests, and skills in relation to career opportunities within and
possibly outside their career field.
P Build and shape their careers by equipping them with the tools, knowledge, and
opportunities for development.
P Adopt a systematic approach for exploring ways to meet career goals.
P Identify career development resources.

Exercise: Overcoming Barriers
Sometimes an employee might be resistant to the career planning and development
process. List some possible barriers and how they can be prevented or overcome.
11
Barriers to implementing career
planning and development
Ways to prevent or overcome
these barriers

Career Planning
Common Steps in the Career Planning Process:
P Conduct a self-assessment: List your current skills, knowledge, interests, and abilities.
P Develop goals: Think about where you want to be in two, three, and five years from
now. Write these desires in the form of SMART goals; each should be a statement
of a desired outcome that is specific, measurable, achievable, relevant, and time-bound.
P Identify opportunities: Conduct research pertaining to occupations, assignments, or
positions you might be interested in pursuing.
P Complete the IDP: Document your goals and opportunities. Employees and
supervisors should work together to adjust and prioritize the objectives on the IDP.
13

Career Planning, Step 1: Self-Assessment
List current knowledge, skills, interests, and abilities.
Examples:
Analyzing data
Calculating numerical data
Creating new ideas
Evaluating programs
Coaching individuals
Editing documents
Writing reports
Managing people
Interviewing perspective employees
Conducting meetings
Selling products
Operating equipment
Maintaining a customer database

Career Planning, Step 2: Develop Goals
SMART goals are specific, measurable, achievable, relevant, and time-bound.
List at least one short–term and one long–term goal.
Short-term goal (6 months–1 year)
Long-term goal (2–5 years)
15

Career Planning, Step 3: Identify Opportunities
List at least one example of each.
Training Opportunity
Rotational Assignment
Other Development Opportunity
Examples:
Mentoring
Taking on temporary projects or assignments
Participating in self-study or independent reading
Attending conferences
Joining professional organizations

The IDP
An IDP is a tool for documenting activities that will help employees enhance their
knowledge, skills, and abilities.
Employees should follow their completed IDP to move from where they are to where
they want to be.
What are some benefits of an IDP?
How have IDPs benefited your career development?
How have IDPs benefited your employees’ career development?
17

Individual Development Plan
Name: Jimmy Weston Date: mm/dd/yy
Current Title: Programmer Agency/Dept.: OPM
Supervisor’s Name: Larry Smith Supervisor’s Title: Project Manager
Current Position:
Description Training Objectives Rotational Assignment
Goal # Goal
Objectives
Other Events
and Opportunities
1.0 Improve writing
skills
Complete community college
course: Effective Business Writing
Work with contracts
department on proposal
development
Volunteer to write articles
for departmental
newsletter
2.0 Improve
presentation skills
Complete Effective Presentation
Skills class
Join Toastmasters
3.0 Develop project
management skills
Temporary project manager
assignment
4.0 Learn how to
design websites
Introduction to Website Design
(online class)
Attend Website Designers
local chapter meeting
DETAILS AND TIME LINE
Training Objectives
Cost Date
Goal # Activity Source Tuition Travel Hours Planned Completed
1.0 Effective Business Writing Howard Community College $350 $0 36 mm/dd/yy
2.0 Effective Presentation Skills OPM $0 $0 4 mm/dd/yy
4.0 Introduction to Web Design
course
Online $200 $0 12 mm/dd/yy
Totals: $550 0 52

Rotational Assignment Objectives
Cost Date
1.0 Work with contracts
department on proposal
development
Contracts Project Manager,
Cindy Barlow
N/A N/A 8 mm/dd/yy
3.0 Temporary project manager Management Services N/A N/A 40 mm/dd/yy
Totals: 48
Other Events and Opportunities
Cost Date
1.0 Write articles for departmental
newsletter
Human Resources N/A N/A 8 mm/dd/yy
2.0 Join Toastmasters Local group N/A N/A N/A mm/dd/yy
4.0 Attend DC Web Designers
meeting
DC Web Designers
Association
$15 N/A 2 mm/dd/yy
Totals: $15 10
Initial Plan Review
Employee Name Employee Signature Date
Supervisor Name Supervisor Signature Date
Periodic Review
Employee Name Employee Signature Date
Supervisor Name Supervisor Signature Date
19

Individual Development Plan Instructions
Goals
Goals are specific, measurable, achievable, relevant, and time-bound outcomes identifying
future desired positions, experience, or training. Goals should be achievable within given
constraints and related to the current job or organizational needs.
Training Objectives
Descriptions of how the employee will achieve the training objective.
A description of temporary duty assignments within a similar occupational area to the
individual’s current position.
Descriptions of potential special projects, shadow assignments (such as accompanying a
technical expert or manager for a brief period to better understand the work he or she
performs), committee and task force participation, or professional organizations.
Details and Timeline
Specific activities related to each goal describing the specific class, assignment, or event; the
source of the activity; cost; time needed to complete the activity; and the proposed dates of
completion.
Signatures
The IDP signatures indicate that the supervisor and the employee are committed to
meeting the goals outlined in the document.

Exercise: Developing an IDP
To better understand the benefits of an IDP, you need to understand the process
for completing one.
In this exercise you will complete a sample IDP for your own career development goals or create
an IDP for a fictional employee based on your experiences.
P This is an individual exercise.
P Complete the sample IDP on the next page.
P Consider key elements of the plan and areas that might present challenges.
P Consider sharing your experiences developing IDPs with the class.
21

Individual Development Plan
Name: Date:
Current Title: Agency/Dept.:
Supervisor’s Name: Supervisor’s Title:
General Comments:
Current Position:
Goal # Goal
Description
Training Objectives Rotational Assignment
Objectives
Other Events and
Opportunities
DETAILS AND TIME LINE
Training Objectives
Cost Date
Totals:
Cost Date
Totals:
Cost Date
Totals:

Career Development Discussion Questions
The purpose of a career development discussion is to:
P Clarify the career planning and development process.
P Assist employees with the process as needed.
P Review the IDP.
P Modify employee goals and objectives if needed (this step will result in a more
effective development plan.)
To best prepare for career development discussions:
P Review employee records to understand relevant skills and capabilities.
P Identify strengths and developmental needs.
P Identify developmental opportunities.
P Review Career Development Discussion Questions and Dos and Don’ts job aids.
In a typical career development discussion, you will need to:
P Establish trust.
P Ask questions that encourage discussion.
P Listen.
P Summarize, clarify, and identify follow-up activities.
23

Career Development Discussion Questions
P What knowledge and skills have you developed that you do not use?
P Could these abilities be integrated into your current job?
P How do your career goals fit into OPM’s goals?
P How can I help to support your goals?
P What would you like to be doing in two or three years? What about five or more years?
P Will these ambitions require further training, development, or off-the-job activities?
P How does your current job relate to your career goals? (Applies if the employee has
developed goals. His or her response alerts you to the need for goal setting if the
employee has no answer. Prepare to help the employee develop a complete and realistic
appraisal of all work experiences and relate them to job goals.)
P What do you enjoy most about your current assignment?
P What do you find most challenging?
P Is there a development opportunity available to help overcome this challenge?
P During the discussion, list personnel issues and programs (for example, upward mobility
and career intern programs, referral systems, training resources, and knowledge of
occupations within and outside the employee’s current job).

Dos and Don’ts
Do:
P Collect and review information about the employee before the career development
discussion; prepare questions to cover in the meeting.
P Give the employee notice of the meeting, specifying the time and place; tell the
employee how long the meeting will last.
P Greet the employee in a friendly, unhurried manner.
P Help the employee tell his or her story by being accepting, being interested, and
letting the employee talk.
P Give the employee a chance to pause and reflect.
P Ask questions that are open ended and call for discussion.
P Close the meeting tactfully, set a time for a follow-up if needed, and thank the
employee.
Don’t:
P Search for or attempt to review information during the meeting.
P Call the employee on a moment’s notice and expect a productive meeting.
P End the meeting abruptly.
P Leave the employee wondering what he or she might have done wrong.
P Wait until the employee arrives to decide what should be accomplished.
P Give the impression that there is a big rush to get through the meeting.
P Prod the employee along, getting the details you want, and then talk about your
experiences.
P Talk rapidly, filling in all voids.
P Ask questions that are answered with a “yes” or “no.”
P Hurry the employee out of your office, and give a vague promise of a follow-up.
25

Exercise: IDP Review
Instructions:
1. Observe the discussion between a supervisor and employee.
2. Think about the following points while observing the discussion.
What techniques did the supervisor use to facilitate the discussion?
What goals were addressed?
How was it determined if the career goals were appropriate?
What were the outcomes or action items that resulted from the discussion?
How will the supervisor and employee track progress?
What went well?
What did not go well?

When reviewing IDPs with employees, consider your training budget and resources.
How will your office budget for career planning and development?
How will you manage other resources, including new opportunities to support employee
development?
How will you continue to ensure that developmental goals are tied to organizational
objectives?
27

Exercise: Career Development Discussions
Instructions:
1. Observe the discussion between a supervisor and employee.
2. Think about the following points while observing the discussion.
Part of the supervisor’s role in the career development process is to balance the needs of the
employee with the goals of the organization. Budget, time, and resources need to be considered.
This role-play exercise will give you the opportunity to practice discussing some of these issues.
What techniques did the supervisor use to facilitate the discussion?
What goals were addressed?
How was it determined if the career goals were appropriate?
What were the outcomes or action items that resulted from the discussion?
How will the supervisor and employee track progress?
What went well?
What did not go well?

Action Plan for Supervisors
P Consider adding a budget line for career development (to cover events such as training
and seminars, etc.).
P Schedule a team meeting to share the information you learned in this workshop.
P Schedule a career development planning session with all members of your team.
P Prepare to discuss the organization’s realistic needs, expectations, and opportunities in
relation to career planning.
P Prepare for each session by requesting a copy of the individual’s IDP prior to the career
planning session; review the IDP.
P Remind employees that they are responsible for their personal growth and career
development, but you are available for guidance and coaching and will provide them
with the tools they need to the best of your ability.
P Communicate opportunities to your staff when you become aware of them.
P Remember that career development involves more than classroom training. Possible
alternatives are:
$ Special projects—temporary assignments not in an employee’s normal range of
duties.
$ Shadow assignments—the employee accompanies a technical expert or manager for
a short period of time.
$ Job rotation—swap assignments with another position for a short period of time to
learn new skills.
$ Job redesign—modifying job responsibilities to use a person’s natural abilities or
interests.
$ Professional organizations.
$ Volunteer opportunities.
29

Personal Action Plan
List three activities you can do when you return to the office:
1.
2.
3.

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