Total Performance For Employees
Total Performance for EmployeesDEVELOPMENTPLANNINGGUIDE FOR EMPLOYEES
Publication Version:April 2010, v7.0 FINAL 2009 Kaiser PermanenteThis document contains information that is proprietary to Kaiser Permanente.Information contained herein may be used only for the benefit of Kaiser Permanente.Duplication or dissemination for any other purpose is prohibited. For internal use only.
ContentsC o n t e n tsContents . iIntroduction . 1Purpose of the Guide.1How the Guide is Organized.1IDP Overview . 2What is an Individual Development Plan (IDP)?.2The Benefits of IDPs.2Work Performance and IDPs.3The IDP Process . 4Three Phases in Developing Total Performance IDPs . 5Phase 1: Getting Started .5Phase 2: Putting Your Goals into Action.7Phase 3: Assessing Your Results.8IDP Resources . 9Appendix A: Frequently Asked Questions (FAQs). 1Appendix B: IDP Worksheets and Tools . 1Self-Assessment Process prior to preparing Your IDP .1Instructions for Completing Your IDP .4IDP Goal Template .7IDP Speedback Feedback Form .8Appendix C: Job Aid for Creating and Managing IDPsin the Total Performance Tool. 1The IDP Process in the Total Performance Tool. 1Add, edit, and delete developmental goals.2Submit developmental goals .6Manage your development goals .7Add comments to the IDP.7Appendix D: Additional Development Resources . 1Development Planning Guide for Employeesi
ContentsDevelopment Planning Guide for Employeesii
IntroductionIntroductionDevelopment planning is an integral part of the Total Performance program.All employees are encouraged to create and follow Individual DevelopmentPlans (IDPs) to promote and build skills and behaviors needed for performancesuccess in their current roles and careers at Kaiser Permanente.Purpose of the GuideThe Development Planning Guide for Employees provides step-by-stepinstructions and guidance to create, maintain, and follow IDPs throughout thework year. Instructions include step-by-step job aids and screenshots forcreating the IDP in the Total Performance tool.How the Guide is OrganizedThe Development Planning Guide for Employees describes the IDP—what it isand why it is an important tool to Kaiser Permanente. The focus of the Guide isthe sequence of steps employees can follow for the IDP process and within theTotal Performance tool. For your convenience, copies of various IDPworksheets and tools that can be used during the process are displayed inappendices and are always available from the Development Planning page ofthe MyHR web portal.In addition, the Guide’s appendices provide answers to several frequentlyasked questions (FAQs) that employees may find helpful.Development Planning Guide for Employees1
IDP OverviewIDP OverviewThe Individual Development Plan (IDP) is part of Kaiser Permanente’s ongoingcommitment to recognizing, coaching, and investing in its employees’ currentand future development needs. IDPs are a key component of KaiserPermanente’s Total Performance program, which is devoted to improvingorganizational and individual performance.The IDP supports employees who focus on their current skills, experiencesand abilities for development and who wish to develop attributes needed forfuture career plans and objectives.What is an Individual Development Plan (IDP)?The IDP is a roadmap for professional and personal development thatpromotes skills and behaviors needed for success in a current role and canprepare an employee for career interests.Total Performance IDPs are employee-driven, and with new online tools andresources, Kaiser Permanente employees can easily create their own plans fordevelopment. Employees should consult with their managers to identify thebehaviors, skills, technical knowledge, and experiences which are critical totheir current role and the business unit’s strategic priorities.NOTE:The IDP offers a structured method for helping employees develop skills andcapabilities. The IDP is not a performance improvement plan, nor is it a workplan or a performance document to be rated by the manager during the midyear or year-end performance reviews. The IDP plays no part in an employee’sperformance rating.The Benefits of IDPsBenefits to EmployeesBenefits to ManagersEnhanced awareness of capabilitiesAssigned accountability for developmentAbility to target behavior and skill buildingtoward current & future job successBuilds employee engagement and careerpotentialImproved performance and job satisfactionEnsures alignment and expectations in afocused way with employeesIncreased marketability as a results ofimproved performanceBuilds relationships with employeesAssigned accountability for developmentBuilds career potentialDevelopment Planning Guide for Employees2
IDP OverviewWork Performance and IDPsPerformance management provides an excellent opportunity to identifydevelopmental needs. By thoughtfully planning and monitoring work—throughsetting performance goals, establishing metrics by which goal success will bemeasured, and identifying critical behaviors—deficiencies in performancebecome clear and can be addressed. Areas for improving good performancealso stand out, and action can be taken to help successful employees sustaintheir performance and contribute with greater impact.Creating or updating an individual development plan typically happens after theobjective setting process to ensure that objectives and employee developmentare in alignment. This strategy provides the best opportunity for employees tounderstand what development can help them meet their performanceobjectives and behavioral expectations or to prepare for a job to which theemployee aspires.Development Planning Guide for Employees3
The IDP ProcessThe IDP ProcessThe flowchart below illustrates the complete IDP process (including the option of manager involvement), from gettingstarted through working toward achievement, to assessing final results.Development Planning Guide for Employees4
Three Phases in Developing Total Performance IDPsT h r e e P h a s e s i n D e v e l o p i n g To ta lPerformance IDPsPhase 1: Getting StartedInitially, complete your self-assessment and draft your IDP. A copy of the IDPSelf-Assessment Form is presented in Appendix B of this document and canbe downloaded from the MyHR Portal page for Development Planning. Thedraft IDP can either be created in an IDP template document (Appendix B) orentered directly to the Total Performance tool where it can viewed directly byboth the employee and the manager at any time.Your manager as a resource: Consider asking your manager to review anddiscuss your “IDP rough draft.” If you meet with your manager to review theIDP draft, walk through what you have proposed.Explore any differences in perception between you and your manager withrespect to areas you have targeted for development. (Your manager may beable to help to identify any perceived performance gaps and opportunities.)Discuss your development plans as they relate to your current job and to yourfuture career aspirations.Ask your manager to suggest on-the-job and external development resourcesto assist you with your planned development efforts.The 70-20-10 Rule for IDPsYou may want to consider development activities that align with the “70-20-10Rule” for IDPs. That is, the IDP activities reflect a mix of experience (70%),exposure (20%), and education (10%) to meet your development goals.In this case, you would look to your manager to offer informal learningopportunities as actual work experience to achieve desired development goals.Activities associated with exposure (learning through others) and education(learning through classroom or other formal instruction) would play secondaryroles to experiential, on-the-job learning.Development Planning Guide for Employees5
Three Phases in Developing Total Performance IDPsSamples of 3E Development Activitiesfor Individual Development PlansDevelopment Planning Guide for Employees6
Three Phases in Developing Total Performance IDPsOnce you have reflected on your draft IDP, revise your IDP so that it reflectsthe goals you want to focus on and then enter and submit your developmentgoals to the “Manage Development Goals” phase in the Total Performancetool.Your manager will then receive an e-mail notification that your IDP has beensubmitted for the coming year. (Your manager can view your IDP in the onlineTotal Performance Tool but cannot edit or change it.)Phase 2: Putting Your Goals into ActionNow work begins to achieve your development goals. Schedule any criticalmeetings and conversations needed to achieve your IDP goals. Practice anytargeted new behaviors. Solicit feedback from others. Apply insights fromcourses to leverage what you’ve learned. Follow through on intentions to meetthose individuals who can broaden your view. Your IDP will get you as far asyour actions.Through the year, you should be actively monitoring your progress: makingnote of achievements, obstacles, new developments, and other relevantevents. As you reach a goal, you may wish to add a new one in its place tocontinue your focus on development.It’s recommended to meet with your manager on a regular basis, at least onceeach quarter, to provide an update on your progress toward achieving yourIDP goals.When you reflect on your developmental progress during the year, and if youmeet with your manager for IDP updates, consider these questions: Is there anything holding you back from achieving your IDP goals? Is there anything that your manager can do to help you meet your goals? Is there additional training, experience, or support that you think wouldbe helpful to achieve your development goals?Development Planning Guide for Employees7
Three Phases in Developing Total Performance IDPsYou may choose to seek out a peer or trusted colleague to get feedback onwork behaviors you may wish to build or change, using the IDP SpeedbackFeedback form. You can also offer to give others feedback using the sameform. (A copy of the IDP Speedback Feedback form is included in Appendix A.)Phase 3: Assessing Your ResultsAs the IDP milestone dates are reached, review the final results to see whetheryour goals have been achieved. If you have been tracking your efforts, thereshould be no surprises at this time. Be sure to recognize youraccomplishments and reflect on lessons learned, as well as identifying anygoals that were not achieved.Your manager can serve as a resource to review your IDP progress andexplore opportunities around new goals or goals to be carried over to thecoming year.Development Planning Guide for Employees8
IDP ResourcesIDP ResourcesA variety of resources are available to help Kaiser Permanente employeesprepare IDPs. The following resources and tools are referenced in this Guideand are contained in Appendix B: Self-Assessment process prior to preparing your IDP Instructions for Completing Your IDP IDP Goal Template (Total Performance IDP Goal Template) IDP Speedback Feedback Form (Coach or “Spotter” Feedback Tool)IDP Guide for Employees9
Appendix A: Frequently Asked Questions (FAQs)Appendix A: Frequently Asked Questions( FA Q s )Some common IDP questions and answers.Is an IDP mandatory?No, this is not a required process. It is employee-directed and managersupported. Employees who have an IDP have a roadmap for developmentprogress and can prepare for future career aspirations, but no employee isrequired to have an IDP as part of Total Performance. (Leadership of someemployee groups in regions and national functions may require employees tocreate and follow IDPs.)When should I begin preparing an IDP?It’s common to prepare your IDP shortly after you have set your performancegoals, since you are looking to the year ahead for development opportunities.How many goals can I have for my IDP?Generally, it is best to have no more than three IDP goals at any given time.Having more will dilute your focus. If this is your first experience completing anIDP, you may want to start with two goals to get a better sense of the time andeffort required for each. As you reach each of your goals, you can add newones during the course of the year.How often should I consult with my manager about my IDP?Generally speaking, reviewing your IDP progress on a quarterly basis workswell. That way your manager can keep abreast of your progress and be asounding board for any challenges you encounter. If you have questions thatneed to be answered right away or you would like feedback on an urgentissue, you may contact your manager anytime. IDP coaching can be doneface-to-face or via an exchange e-mails, whichever is most convenient.Do I need permission to modify or change my development goals?No, you can change your development goals as needed. Just keep yourmanager informed if you have elected to involve your manager in your IDPefforts. Depending upon the nature of the changes, it may be worthwhile to talkagain with your manager to refine any changes. Quarterly status updatemeetings are also a good time to review any modifications.I’m interested in moving up in the organization. How does the IDP support mycareer aspirations?Development Planning Guide for EmployeesA-1
Appendix A: Frequently Asked Questions (FAQs)Your IDP can have a current and/or a future focus. The current focus reflectsdevelopment goals around skills, competencies, and behaviors that help youimprove your contribution in the role you now have. An IDP with a future focusshould reflect your longer-term goals, focusing on competencies, skills, andbehaviors that help you incrementally build capacity toward your aspiredcareer goals.Will Kaiser Permanente reimburse me for classes I take to achieve mydevelopment goals?When it comes to helping employees improve their skills, Kaiser Permanentebelieves that internal training (instructor-led and online courses) is generallymore cost-effective than outside training classes. However, you should also beaware that research has shown that formal classes may not be the most usefulapproach to development.Instead of using only formal training and classes to meet development goals,Kaiser Permanente has begun to rely more on the 70-20-10 rule: 70 percent of employee development consists of actual on-the-joblearning experiences 20 percent depends on exposure and feedback, and 10 percent involves education.A blend of these approaches is best, with on-the-job, informal learning andstretch experiences having the greatest impact on one’s development. If youstill feel that external classes are needed, discuss the issue with your managerbefore you enroll.Development Planning Guide for EmployeesA-2
Appendix B: IDP Worksheets and ToolsA p p e n d i x B : I D P W o r k s h e e t s a n d To o l sSelf-Assessment Process prior to preparing Your IDPThere are several components of this self assessment* to help you identifyareas to target for your development. Additional sources to draw from as youcomplete your self assessment below include: Your recent performance appraisalAny feedback you may have received from indirect/matrix managers orpeersOther sources of formal and informal feedbackConversations with your managerYour own self awareness or inner knowingWhich dimension invites yourdevelopment?Note what opportunities come to mind:Knowledge (What do I need to know orlearn?)e.g., A new HealthConnect suiteExperience (What have I never tried beforethat I need to experience or gain proficiency)e.g., Chairing a cross-functional task forceBehaviors or Skills (What do I not do wellenough that awareness, practice and/ortraining would address?)See full list of KP Core Behaviors below orcompetency libraries for your business areaPersonal attributes (Who am I? Whatcharacteristics get in the way of my beingeffective?)e.g., Feedback that I am argumentativewhen others don’t agree with me.*Source: DDI Success Profile, William Byham, Development DimensionsInternationalDevelopment Planning Guide for EmployeesB-1
Appendix B: IDP Worksheets and ToolsPlace an X below the column marked “ ” by those core behaviors that represent known strengths foryou.Place an X below the column marked “ ” by those core behaviors that represent developmentopportunities for you.You can perform a similar exercise against competencies that are critical for your business area KP CORE BEHAVIOR** ASSESSMENTFocuses on the Customer: Demonstrates a service orientation. Buildscommitment and trust with our patients, members, customers,regulators, communities, and colleagues by anticipating and fulfillingtheir diverse needs.Collaborates: Actively supports individual and team efforts byencouraging, influencing and engaging others with differentbackgrounds, experiences, and points of view. Accomplishes sharedgoals by establishing effective working partnerships, participating injoint decision-making (when appropriate), and working through conflict.Takes Accountability: Takes personal ownership for commitmentsand performance, including specific deliverables & timeframes;consistently delivers as promised, with integrity.Drives for Results: Makes effective decisions and takes action in atimely manner. Seeks out and utilizes appropriate information andresources to achieve the right outcomes. Resolves barriers andobstacles that impede progress. Monitors progress and acts to ensuresuccess, in an ethical manner.Communicates Effectively: Seeks to understand. Asks others forinput and feedback, including those with different backgrounds,experiences, and points of view. Actively listens and ensures thatpeople are heard and can raise concerns. Clearly and courageouslyexpresses ideas. Adjusts communication style for different audiences.Keeps others appropriately informed of goals and objectives.Champions Innovation and Change: Embraces and generates betterand innovative ways to improve performance aligned to a sharedpurpose. Courageously and ethically takes appropriate risks. Commitsto sustained, effective change.Develops Self & Others: Builds skills and capabilities to enhanceperformance. Seeks and applies feedback. Shares knowledge,feedback and contributes to the learning of others.Development Planning Guide for EmployeesB-2
Appendix B: IDP Worksheets and ToolsAnswering these additional questions may help you select your 1-3development goals:What behaviors or competencies are critical to achieving myperformance goals?What will have the greatest impact?Where can I stretch myself in new ways?Where do I feel especially challenged, knowing its impacting myeffectiveness?If I want to prepare for a different role, what knowledge, experience orcompetency is critical?Development Planning Guide for EmployeesB-3
Appendix B: IDP Worksheets and ToolsInstructions for Completing Your IDPGETTING STARTED:Carefully review your IDP Self-Assessment results
Development Planning Guide for Employees 1 Introduction Development planning is an integral part of the Total Performance program. All employees are encouraged to create and follow Individual Development Plans (IDPs) to promote and build skills and behaviors needed for performance success in their current roles and careers at Kaiser Permanente.
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