Training and Development
Individual Development Plan
A realistic, well-researched, clearly written Individual
Development Plan (IDP) is a valuable tool for charting a successful
two-year PMF experience. PMF regulations require your
agency to establish an IDP for each of its Fellows that sets forth
the specific developmental activities designed to impart the
competencies of the occupation or functional discipline in
which you are most likely to be placed.
You should use the IDP to outline with your
supervisor expectations for attaining clearly defined learning
objectives and competencies during the next two (or more) years
through training and developmental assignments. IDP planning
allows supervisors to clarify employee performance plans, as well
as staffing and budget plans. Additionally, the process will
help you discern which developmental activities will be most
appropriate for your career advancement.
You should work closely with your supervisor and
Agency PMF Coordinator to outline the core competencies and
technical skills that you will need before conversion
to your target position. IDPs should specify how and
when the learning objectives will be met, and determine
how you are evaluated. IDPs should include PMF
Program sponsored trainings and activities, as well as
agency-sponsored career development activities to enhance career
and continuing education goals. To be most effective, IDPs
should be developed within the first 3 months of the
fellowship. You are also encouraged to use your IDP to plan
longer range career goals. Ideally, the IDP should be aligned
with your performance plan, target position, and career development
Many agencies have a specific IDP form that must be used by
their employees. You may use the optional OPM Form 1302 (PMF Individual
Development Plan) [356 KB], if your agency does
not have a required form.
Each IDP should be individually tailored around the following
- Target Position: A brief description of the target
position, and the specific skills that will be needed to qualify
for the target position upon successful completion of the two-year
- Learning Objectives: The learning objectives should
include general management areas, as well as specific technical
skills and experiences, which will qualify you for the target
position at the end of the fellowship.
- Details and Timeline: The IDP should clearly indicate
when and how the learning objectives will be accomplished.
The plan should outline the required developmental assignments as
well as the 80 hours of formal classroom training each year of the
fellowship, including training opportunities provided by the
- Demonstrated Success: The IDP should include a means for
tracking accomplishments of all IDP objectives at the end of the
two-year fellowship. You and your supervisor are partners in
determining the objectives set forth in the IDP are
accomplished. Should events preclude you from attaining
specific learning objectives by a particular date, alternative
arrangements should be made with your supervisor.
The U.S. Office of Personnel Management (OPM) has developed the
Executive Core Qualifications, or ECQs, required for entry to the
Senior Executive Service. The ECQs define the competencies
needed to build a Federal corporate culture that drives for
results, serves customers, and builds successful teams and
coalitions within and outside the organization. (Many
agencies have also developed similar competency frameworks to guide
their employee development and training.)
These competencies, often referred to as leadership
competencies, are recognized as building blocks for a leadership
career. When developing an IDP, you should
consider your strengths and weaknesses to determine what
competencies you wish to develop.
OPM's ECQs with the related competencies are:
- ECQ1 - Leading Change: Continued learning, creativity and
innovation, flexibility, resilience, external awareness, service
motivation, strategic thinking, and vision.
- ECQ 2 - Leading People: Integrity and honesty, team
building, conflict management, and leveraging diversity.
- ECQ 3 - Results Driven: Accountability, customer service,
decisiveness, problem solving, technical credibility, and
- ECQ 4 - Business Acumen: Financial management, human
resources management, and technology management.
- ECQ 5 - Building Coalitions: Influencing and negotiating,
interpersonal skills, oral communication, written communication,
partnering, and political savvy.