Identify the appropriate area of focus based on individual and organisational needs.
| LEVEL | AREA OF FOCUS | REQUIRED SKILLS, KNOWLEDGE, EXPERIENCE? |
| 4 | Career Planning | What should you do now to prepare for your career 5+ years from now? |
| 3 | Next Job or Role | What should you do now to prepare yourself for a promotion, increased responsibilities, or a different job? |
| 2 | Mastery: Current Job or Role | What should you do now to ensure that you are exceeding expectations and excelling in your current position? |
| 1 | Threshold: Current Job
or Role |
What should you do now to ensure that you are meeting all expectations of your current position? |
Principles for Development: The 70/20/10 Rule
Most learning and development doesn’t come from training. Rather, sustainable development comes from on-the-job learning—actually doing the work while learning how to do the work.
Learning from training, unless applied immediately, is lost shortly after the class is
over. Development efforts should use the following strategies and ratios of effort.
70% On-the-job learning
Create conditions within the organisation that support development and growth and hold leaders accountable for the development of their people.
Some ideas:
Role conversations: Discuss the connections with people, between work and developmental needs by revealing learning opportunities in their day-to-day experiences.- Stretch opportunities: Assigning additional projects, committee work, and new tasks. Think about upcoming opportunities that provide people with a chance to work on “next level” job responsibilities.
- Shadowing and job rotations: Think about a temporary job or work rotation to provide someone with a range of experiences. Allow people to job shadow others.
20% Learning through relationships
Ensure that individuals are learning from other people. In addition to staff, leverage board members and volunteers with specific skills or experience.
Some ideas:
- Develop an internal mentor programme and match individuals with board members, staff, donors, external partners. Develop internal coaches; peer-to-peer or across functional areas and levels. Provide external leadership coaches.
- Ensure supervision and ongoing feedback as people work on their goals.
- Join affinity groups, networking groups, learning circles.
10% Learning through formal training and education
Some ideas:
- Classes and workshops
- Webinars/online learning
- Regular reading of publications, journals, articles
- Attending conferences
Sample Work Plan
| Employee Name:
Maria – Manager |
Supervisor Name:
Sara – Supervisor |
||
| Employee Title:
Programme Manager |
Supervisor Title:
Programme Director |
||
|
Time Period: 2013 Today’s Date: 01-15-14 |
|||
| Key Result Areas: | Desired Outcomes: (SMART Goals or Standards | Timeline | |
| 1. Manage After School Programme | Schedule workshops; at least 2 workshops in each of the following topics:
· College, employment, drugs and alcohol, conflict resolution · Recruit qualified presenters with at least 4 or more years in area of expertise. · Review and update curriculum with programme staff before scheduling workshop. · Decrease attrition; maintain returning youth attendance at or above 85%. |
12 to 18/year
2 per quarter
By June 2013
Ongoing |
|
| 2 Information and Referral | · Respond to information requests within at 24 hours.
· Conduct review of I & R data sheet for accuracy; update according to new legislation · Ensure referrals are appropriate for youth services as measured by client survey sheets. |
Ongoing
By Dec. 2013
Quarterly |
|
| 3 Outreach | · Regularly contact each primary school during school year
· Distribute newsletter to all schools. · One in-person presentation at each school |
Every 2 months
Monthly Sep through Nov |
|
| 4. Admin and Operations | · Ensure timesheets are timely and accurate
· Attend monthly staff meetings · Attend quarterly programme managers meetings · Employee work plans are completed, and annual reviews conducted |
end of day of the first workday after the 1st and 15th of each month
December 2013 |
|
| Professional Development | Desired Outcomes
(SMART Goals) |
Timeline | |
| 1. Increase conflict resolution knowledge | · Attend conflict resolution seminar.
· Conduct train-the-trainer for rest of programming staff |
Q1
Q2 |
|
| 2. Enhance knowledge about nonprofit boards | · Attend organisation’s board meetings.
· Debrief with programme director about observations, questions, etc. · Get mentor match with current board member |
3/year
By June
By Dec. |
|
Your Turn! Develop Your Work Plan
See attached “Annexure D”.