56 · Survey Results: Survey Questions and Responses
If you selected “Other staff category” above, please specify the category and type of plan. N=2
For Libraries IT staff and faculty targeted training is funded.
Graduate assistants and interns: career development and training plans
If you selected “Other type of plan” above, please specify which staff category and briefly describe
the plan. N=3
Individual development plans are optional at our organization, but some program areas do use them.
Non-exempt support staff and exempt professional staff use a Staff Development Plan Guidebook developed for the
Libraries by campus HR. Staff member and supervisor discuss and make notes re: job assessment, career readiness
assessment, and the development plan for the year.
We outline customized development plans when a person is newly appointed to a job and we want to lay out a
trajectory for how and when they will gain specific competencies needed (which of course depends on which ones they
already have for that exact job).
34. Which type(s) of development plan(s) has/have been most successful? Check all that apply. N=33
Training plans (used to help employees learn a new task, job, technology, process etc.) 25 76%
Leadership development plans (used when preparing individuals for future leadership roles or to improve
leadership skills in current job)
14 42%
Competency-based development plans (used when individuals identify competencies they would like or
need to develop)
12 36%
Career/professional development plans (used to help individuals plan for a future career move) 11 33%
Other type of plan 0
Comments N=6
A large proportion of our librarians and exempt staff have attended leadership development programs and have had the
opportunity to develop leadership development plans.
The opportunity to use the skills on the job following training is very important.
The university performance management process includes annual individual development plans that managers can elect
to complete with staff. These can be based on competencies or specific goals. Completion of these plans is not required
by the library but encouraged.
We are in the first year of using a structured development plan approach for non-exempt support staff and exempt
professional staff.
We have just created a Leadership Development Program for “high potentials” and will kick-off the program in August.
We have no data on which to base this. My perception is that it depends more on the individual than the type of plan.
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