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GUIDELINES For INDIVIDUAL DEVELOPMENT PLAN IDP

1. IDPs are part of BFP's performance management system and describe competencies, performance gaps, and developmental activities to guide self-improvement. 2. Areas for improvement are based on performance evaluations and can include competencies to develop or gaps to address. Suggested interventions like training, projects, and assignments are identified to help develop competencies or fill gaps. 3. Details of the IDP like resources, timelines, and signatories are also outlined to facilitate planning and implementation of the developmental plan.

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GUIDELINES For INDIVIDUAL DEVELOPMENT PLAN IDP

1. IDPs are part of BFP's performance management system and describe competencies, performance gaps, and developmental activities to guide self-improvement. 2. Areas for improvement are based on performance evaluations and can include competencies to develop or gaps to address. Suggested interventions like training, projects, and assignments are identified to help develop competencies or fill gaps. 3. Details of the IDP like resources, timelines, and signatories are also outlined to facilitate planning and implementation of the developmental plan.

Uploaded by

Bfpcar K Pasil
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© © All Rights Reserved
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GUIDELINES IN ACCOMPLISHING THE NEW INDIVIDUAL DEVELOPMENT PLAN (IDP)

This is to provide standard guidelines in accomplishing the new Individual Development


Plan (IDP) Form to be used by BFP-CAR for CY 2020 and the years thereafter.

1. In accordance with the stage four (4) of the performance management cycle of the
BFP Strategic Performance Management System (SPMS), the Performance Rewarding and
Development Planning shall be done using the IDP and TDP.

2. An IDP is a written plan for the benefit of both personnel and supervisor. It describes
competencies and performance gaps that will guide employee in improving performance tasks
and its further enhancement and how this development will occur.

3. Individual Development Plan (IDP) FOR CY 2020. This includes the following:
a. Name of IDP Holder: ( RATEE )
b. Position/ Designation: (Designation of the Ratee)
c. Name of Office: (Name of C/M Fire Station/ Division of the Ratee)
d. No. of Years in Position/Designation: (Designation/ Position in the office)
e. No. of Years in BFP: (example- 3 yrs and 2 mos)

3.1 AREAS FOR IMPROVEMENT- IDPs describe the areas for improvement based on
his/her performance evaluation in the Individual Performance Commitment and Review (IPCR)
evaluation. These are also written in the rater’s comment box of the IPCR. Areas for
improvement can be the personnel’s competencies that need to be practiced and commended
and/or his/her performance gaps that need to be filled-in for the development of his/her
performance.

3.1.a Sample competencies are, but not limited to the following:

o Business Management Competencies


o Good Customer Relations
o Financial Management/ Marketing/ Negotiating
o Organizational Awareness
o Professional Competencies
o Coaching and Mentoring Communication
o Conflict Management
o Technical HR Competencies
o Conceptual and Strategic thinking
o Group Management
o Judgment and Analytical Thinking
o Decision Making
o Facilitation on Interpersonal Relations
o Self-Management
o Teamwork
o Technology Applications

3.2 Competencies are the positive practice that the personnel have performed during
the two (2) performance period of the immediately preceding calendar year, that should
be practiced and developed on the following year.

3.3 Performance Gaps, on the other hand, are the gaps or weaknesses that can impede
realization of an output or accomplishment of tasks that can result to low performance
output. These gaps should be addressed.

3.3.a Sample performance gaps are, but not limited to the following:
o Lacks proficiency on Computer software
o Poor Customer Relations
o Lacks Basic Rescue Technique Course

4. SUGGESTED INTERVENTIONS- Each area for improvement is accompanied by one or


more specific developmental activities, which will enable to improve that competency
or fill-in that performance gap identified during the performance evaluation. Examples
of suggested interventions are formal/informal trainings, seminar and workshops,
recommendation for awards, placement, transfers and promotion.

4.1 Developmental activities are undertaken by an individual to achieve a


developmental objective. Some objectives may be achieved by the familiar means of
formal training and attending events such as conferences and seminars. However, the
skills, knowledge and abilities that comprise many competencies may be better learned
and practiced by means of other activities. Activities other than formal training classes
or attending meetings that are appropriate for IDPs include the following:
o Shadowing (following and observing a person closely)
o Reviewing and analyzing examples
o Internship, apprenticeship
o On-the-job training
o Video or computer-based instruction
o Special projects/ assignments
o Structured interviews with content experts
o Reading
o Research
o Correspondence Courses
o Self-study
o Mentoring
o Rotational Assignments
o Recommendation for medals/ awards
o Recommendation for promotion
o Reassignment

*In most cases, these activities are not as expensive as formal training. They can often
be accomplished without travel while on the job.

5. RESOURCES NEEDED- Each suggested intervention shall have identified resources to


be used or needed to make that suggested intervention happen, such as but not limited to
offices to be coordinated, and funds to be used. These shall be identified for the planning
purposes.

6. TIMELINE with milestones and date completed- Realistic start dates, end dates and
other major milestones are established for each suggested intervention. Targeted dates shall be
identified for planning purposes and inclusion to budget and activity plans of the office. The
date completed should be listed when the employee can document proficiency based on the
competency, skill or ability obtained.

7. SIGNATORIES- IDP Holder will always be the ratee. In the Reviewed by part, if the
personnel is in the City/Municipal Stations, the signatory is the immediate supervisor and, the
Approved by: Higher Supervisor/ MFMs.

cagp/VTSJ/MEMO/2020

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