Frequently asked questions
Who is qualified for an IDP?
- An employee with a minimum of 1.5 years tenure at Level
- A minimum of solid contributor performance rating
- An employee without competency gaps on his/her current role
What if the employee does not meet the minimum tenure requirement?
Request for a deviation approval to your BU Head.
When can I trigger an IDP enrollment?
You can endorse an IDP during April and October Talent Review season.
To whom can I endorse an IDP?
Discuss the IDP plan to your L2 IS and/or BU Head. Once L2 IS and/or BU Head has been consulted, endorse it to your assigned RM.
What is the duration of the IDP?
It depends on the potential gap of the employee. Usually, a minimum of 6 months.
Can the initial duration be shortened or changed to a longer duration?
Yes, and that depends on the potential gaps of the employee and his/her progress but consider the timeline of the talent review (April and October).
How can I identify if an employee passed the IDP?
Assess the employee's skills and competencies relevant to the new role. Also, assess his/her progress based on the success metrics set for his/her IDP.
If he/she is ready based on the relevant skills and competencies required for the new role, and if he/she has achieved all the success metrics set that indicates she passed the IDP.
How can I proceed with the IDP confirmation?
Fill out the IDP Confirmation form. Conduct a post-assessment for the skills and competencies relevant for the new role.
He/She must meet the target competency level. Provide actual achievement based on the success metrics set from the developmental activities section
An employee wants to shift his/her career (e.g Sr. Software Engineer to Scrum Master) is it possible to enroll in an IDP?
For cross-domain movement, you may consult your RM.