Developing SMART Professional Development Plans

1. Developing SMART Professional Development Plans

2. Agenda • Purpose of Team Member Development Plans • How to Create a Development Plan • Considerations for a Development Plan • SMART Goals and Development Plans

3. What are Team Member Development Plans? • Plans for and individual’s self-development over a period of time (usually one year) • The plan is reviewed and discussed to match the individual goals with organization goals • Team Member development plans don’t replace annual reviews or frequent feedback – the tools work in partnership

4. Team Member Development Plans

5. Reasons for a Team Member Development Plan • Increase skills and knowledge • Create support for career goals • Allows individuals to leverage strengths, address weaknesses and improves performance • Organization goals • Provide a connection between organization, department and individual goals • Help funnel the potential, energy and enthusiasm of individual team members • Demonstrates value of quality improvement • Structure helps management budget and plan

6. How to Create a Development Plan • Self Assessment Review: • Individual strengths? • Development needs? • What interests me? • How do I want to grow (within current role or into another)? • What role will align with my values? • What is my personal style?

7. How to Create a Development Plan • Assess your current position and work environment: • What are the performance expectations of the current position? • What knowledge skills and abilities will enhance the ability to perform your job? • What impact does your position have when organization changes occur? • How much does your position interact with residents, family members, vendors, team members and other leaders – what interactions do you like or not like?

8. How to Create a Development Plan • Write a Draft team member Development Plan that answers the following questions: • What goals do you want to achieve in your career? • Short term • Long term • Which of these development goals are mutually beneficial to you and your organization?

9. Development Plan Considerations • Identify development activities • Methods: • Formal training (on the job v. off the job) • Education • Development activities • Resources required: • Flexibility of schedule • Costs v. return on investment • Available funding • Scholarships • Tuition reimbursement

10. Cost Effective Training & Development • Mentorship • Committees • Conferences and forums • Job shadowing • Mentorship • Field trips • Job expanding • Job rotations • Peer assisted learning • Coaching • Critical incident reporting/response • Networking • Performance appraisal • Professional associations • Reading groups (learning circles) • Self study • Learning fairs

11. SMART Goals and Development Plans Specific: State exactly what you want to accomplish (Who, What, Where, Why) Measurable: How will you demonstrate and evaluate the extent to which the goal has been made Attainable: Stretch and challenging goals within the ability to achieve the outcome Relevant: How does the goal tie into your key responsibilities? Organization objectives? Time-based: Set 1 or more target dates? The “by when” to guide your goal to timely completion (include deadlines and dates and frequency)

13. Putting Your Plan in Action • Review the plan periodically with your supervisor for their guidance • Solicit feedback • Network and find others with similar goals • Evaluate your progress and make adjustments as necessary • Celebrate and recognize success

14. How We Use Development Plans • INSERT COMMUNITY SPECIFIC INFORMATION • Expectations (who has one) • When are they updated • Where are they stored • How often are they reviewed and updated • …etc.

15. Conclusion • Recognize that development is a journey, not a sprint • Goals may change • Development activities may overlap • Activities may need to change depending on availability of resources • Communication is key!

16. Questions or Comments?

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