1. Role of Employee
- Owning the responsibility for one’s own development.
- Initiating the competency assessment process on a regular basis (once or twice a year).
- Initiating development planning meetings with supervisor.
- Creating a development plan.
- Following through with the development plan.
- Seeking and accepting opportunities that will enhance employee’s development.
- Recording in a development planning journal each week progress, ideas, feedback, issues, and concerns related to development activities.
- Being prepared to discuss progress on the development plan at the year-end review and quarterly reviews with the manager.
2. Role of Manager
- Meeting with employees to review their development planning activities, as part of the year-end and quarterly review meetings.
- Providing specific, constructive feedback about how employees performing, based on his/her own observations and on feedback received from others.
- Reviewing employees’ development plan and providing helpful suggestions.
- Providing coaching and suggestions about how employees can be more effective.
- Leading the discussion of the progress employees have made on their development plan at the year-end and quarterly review sessions with employees and providing resources (money, equipment, people) to help them to accomplish their goals.
- Helping employees develop relationships with a network of people within the organisation.
- Running interference for employees with upper management and other groups within the organization.
- Providing encouragement, support, and reinforcement for employees’ effort at professional development.
3. Role of Co-Workers
- Reviewing the development plan and suggesting ways to improve it.
- Providing useful feedback and suggestions, if asked, about the attempts to use the competencies.
- Telling how they have handled the kinds of situations and problems that arise in the job.
- Working with the employee to provide on-the-job coaching and training
- Observing behaviour in public situations (e.g., presentations, sales, calls) and later providing constructive feedback and suggestions.
- Providing resources and opportunities.
- Offering support when an employee is feeling frustrated.