112 · Representative Documents: Staff Development Plans
PURDUE UNIVERSITY
2014 Staff Development Plan Guidebook Libraries
2014 Staff Development Plan Libraries
Rev 7/8/14
Leadership and Organizational Development Page 3
www.purdue.edu/LOD
Step 2: Career Readiness Assessment
Part 1: Both the staff member and the supervisor will each make an independent judgment and select a box.
Part 2: Only the staff member will respond to this question.
1. Use the grid to determine the staff member’s career readiness. Please check the grid 9Box
level that best reflects the staff member’s abilities at this time:
Highly competent in current
role and capable of
assuming new task/role at
the same level of complexity
7
Highly competent in current
role and capable of growing
into more complex task/role
within same level
8
Highly competent in current
role with potential to grow
into a task/role with much
broader responsibility and
complexity
9
Competent in current role
and capable of assuming
new task/role at the same
level of complexity
4
Competent in current role
and capable of growing into
more complex role within
same level
5
Competent in current role
with potential to grow into a
role with much broader
responsibility and
complexity
6
Lacks competence in current
role not capable of
assuming new task/role
1
Lacks competence in current
role, potentially adapting
slowly to role, capable of
growing into more complex
task/role within the same
level
2
Too early to assess
competence but perceived
to be able to take on greater
responsibilities/roles once
performance is
demonstrated
3
2. Other than the staff member’s current position, what are additional career &skill interests?
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