Individual Development Plan

QWE Practice Guideline: 210: Conduct individualized career planning

Target group: Any organization employing and/or supporting individuals with disabilities

Practice Description

Individual Development Plans (IDP) are created for each employee to encourage and provide direction for their career track.

Resources Needed

Subject matter experts/trainers

  • Staff with knowledge for IDP policies and procedures as well as experience supporting upward mobility



  • An IDP is created for each employee with a focus on encouraging the employee to take personal responsibility and accountability for his/her career track
    • Layout plan for career development
    • Consider the skills he/she needs to acquire or enhance
    • Provide support for tracking and monitoring progress
    • Align employee’s training goals with company mission and objectives
  • The IDP is monitored regularly to ensure employees are on track
  • The IDP is updated annually
  • Supervisors are actively engaged in the process, which allows them to develop a better relationship with their employees and improve their understanding of their employees goals, strengths, and development needs
  • Employees have access to the Corporate University, which provides a variety of trainings to enhance skills and knowledge


  • SOPs
    • Policies and procedures for developing, implementing, and monitoring the IDP process
  • Training
    • For supervisors to understand how IDPs are created and monitored


  • The IDP program improved morale and job satisfaction
  • Over 90% of staff completed an IDP and update it annually
  • Employee skill sets and job opportunities have increased
  • Employees have also recognized new employment interests

NPA: Goodwill Industries of Middle Georgia
Location: Macon, GA
Date Submitted: 2012