People Development
Scope
Audience
Refer to program details
Duration
Refer to program details
Program Benefits
Effective Talent Acquisition
Talent Management
Career Development
Frequently asked questions
How is ICAP and IDP different from RFP?
The IDP and ICAP are designed for an employee who has a potential to take on the next role, however, there are still observed gaps, thus, a developmental plan is needed to help him/her reach his/her potential.
On the other hand, the RFP is for the employees who are ready to take on the next role. This means, the relevant skills and competency of the new role had been met.
How is ICAP different from an IDP?
ICAP is planned for an employee who is transitioning to a people management role while an IDP is designed for an employee who is transitioning to an IC role.
What is competency assessment?
Competency assessment refers to the process of evaluating an individual's skills, knowledge, and abilities to perform specific tasks or roles effectively. It involves identifying the competencies required for a particular job and then assessing an individual's proficiency in those competencies.
How is competency assessment related to PDP (ICAP, IDP, IPEP)?
Competency assessment is closely tied to Personal Development Plans (PDPs) like ICAPs, IDPs, and IPEPs. Here's how they connect:
Competency assessment shapes these plans by identifying strengths and areas to work on, ensuring individuals can grow in their careers and perform better in their roles.
- ICAP (Individual Career Advancement Plan): ICAPs focus on career goals and the skills needed to achieve them. Competency assessment helps identify what skills are required and guides the creation of development goals.
- IDP (Individual Development Plan): IDPs outline professional development goals. Competency assessment helps spot areas for improvement and informs the plan with targeted learning activities.
- IPEP directly indicate: IPEPs aim to boost current job performance. Competency assessment pinpoints where performance can improve and shapes the plan's actions to develop those specific skills.
Competency assessment shapes these plans by identifying strengths and areas to work on, ensuring individuals can grow in their careers and perform better in their roles.
What is “Developmental Activities?” What is 70/20/10?
"Developmental Activities" are actions or tasks undertaken by employees to improve their skills, knowledge, and abilities in alignment with their personal and professional development goals.
These activities can include formal education, training programs, on-the-job experiences, mentoring, coaching, networking, and self-directed learning initiatives.
The 70/20/10 model is useful in crafting developmental activities to address gaps because it provides a framework that emphasizes a holistic and varied approach to learning and development.
What is “Success Metrics”?
"Success Metrics" are the criteria or measures used to evaluate the effectiveness or achievement of goals within a competency assessment or development activities.
Success metrics directly indicate whether the employee has effectively learned and enhanced the targeted skill.
How do I fill out the template?
Refer to the documented walkthrough guide in this category.
Where can I find the JDs for the role indicated?
You can locate the job descriptions for the indicated role by referring to the Job Description Bank where the employee's job description is stored.
Additionally, you may also refer to the JD monitoring list.
Additionally, you may also refer to the JD monitoring list.
Where can I find the information regarding the employee's role, including the associated competencies (SFIA) and proficiency levels?
- Refer to the 2023 Competency Library & Curriculum to determine the employee’s role and the associated competencies and proficiency levels.
- For the Leadership Competencies, go to 2023 Competency Library & Curriculum > Leadership Competency Library.
- Evaluate the employee's current proficiency level and identify any competency gaps accordingly.
Do all positions have leadership competencies?
Not all positions necessitate leadership competencies. Only those roles explicitly designated as leadership positions will require such competencies. You may refer to the employee’s JD which you can find in the Job Description Bank.
The employee I’m enrolling for PDP doesn’t have an available Competency & JD in the library, what should I do?
Please contact L&OD for further assistance and guidance at learning@yondu.com
What resource materials can I use to craft developmental activities and success metrics?
Refer to resources such as Creating Developmental Activities using 70/20/10 Model and Incorporating Success Metrics for guidance on crafting effective developmental activities and defining measurable success metrics.
You can also refer to the Guide Questions we provided in the PDP Forms.
What are the necessary processes for the PDP Finalization?
The drafted PDPs (IDP, ICAP & IPEP) should be discussed the and signed by the Business Unit Head and to be forwarded to Human Resource Business Partner [HRBP] and L&OD for review.
Once signed by the respective POCs, the PDPs (IDP, ICAP & IPEP) should be discussed with the employee.
Any questions?
Yondu Learning & Organizational Development
