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Yearly Plan for Development
History & Philosophy
The Plan for Improvement (PFI) process was developed by the Accreditation Steering Committee in response to a 1993 campus-wide survey to solicit areas of campus concern. This was done in preparation for CSI's ten-year accreditation renewal. One of the top five areas of concern was "to assure continual campus improvement." The Accreditation Steering Committee chose to address this mandate by developing a process (Plan for Improvement) to elevate at every echelon of the institution, the college's greatest resource, its PEOPLE. It recognized the importance of continual professional growth opportunities for everyone -- faculty, staff, and administration.
This process was to focus on improvement at the INDIVIDUAL and UNIT level and therefore, its success rested with the enthusiasm, implementation, and direction of the UNIT LEADER.
Present
The PFI process has been embraced campus-wide and has gone through reviews and revisions to better meet the needs of the institution and its employees. In the summer of 2004 based on the recommendation of the PFI Review Committee, the process was renamed to Plan for Development. The building blocks were also renamed to Individual Development Plan (IDP) and Unit Development Plan (UDP).
The Annual Planning Process
The yearly Plan for Development process provides an opportunity to plan for personal and professional growth, development at the individual and unit levels, teambuilding and feedback, and "continual campus improvement." The Individual Development Plans (IDPs) of faculty and staff working in the unit are prioritized and coalesced into a Unit Development Plan (UDP) that is a unit professional growth plan. This is done to improve the quality of the unit by developing its most valuable assets, its PERSONNEL (administration, staff, faculty, etc.).
Unit Development Plans are guided by the College's Strategic Plan and unit/division goals and objectives. Unit Development Plans also include the unit’s operational budget proposals for the next fiscal year. The unit plans should reflect how the unit intends to contribute to the institution’s mission, vision, and strategic goals and objectives. Critical goals and objectives of the unit/division and continuous improvement should be integrated into the Unit Plan. Other areas such as curriculum, personnel, facilities, outcomes, projected (3-5 years) budgetary considerations, etc. can also be integrated into the UDP by Unit Leaders.
IDP/UDP Guidelines
The IDP/UDP process is a yearly process. To help faculty, staff, and unit leaders we put together the following guidelines. The process is guided by our Strategic Plan and is a bottom up process that provides for involvement and input from faculty and staff. If you have any questions please do not hesitate to contact your unit leader or the Vice President of Student Services, Planning and Grants Development.
- Consult the Planning Calendar to ensure that you are familiar with the planning timeline
- Unit leaders review the College’s Strategic Plan and share with employees the purpose and process of the Individual and Unit Development Plans
- Unit leaders distribute applicable forms and discuss the timeline
- Unit leaders collect IDPs and, as feasible and necessary, meet with employees individually to discuss their development plans
- Based on IDPs and guided by the institution’s Strategic Plan and unit/division goals and objectives, unit leaders start developing UDPs
- Schedule a meeting time to seek input and discuss the draft UDP
- Submit (in electronic format) the UDP to immediate supervisor by agreed upon due date
- UDPs make their way up to directors, department chairs, deans, and vice presidents
- Feedback, feedback, feedback! This step is very important. Periodically consult with your staff in your unit to determine their progress on their IDPs and provide feedback on the unit’s progress towards the UDP.
Plan for Development Calendar
| Early Fall |
December |
January/February |
March |
Throughout year |
Unit leaders review purpose, process, and timeline of the yearly Plan for Development
Unit leaders distribute Individual Development Plan (IDP) worksheets forms to unit personnel |
Faculty and Staff submit their IDPs to their unit leaders
Individuals meet with unit leaders to discuss their IDPs
|
Unit leaders meet with unit personnel to develop Unit Development Plans (UDP) – keeping in mind the College’s mission and strategic plan and the goals and objectives of the unit/division |
Unit leaders submit the unit goals and objectives and UDPs to their supervisors – unit goals and objectives and UDPs should demonstrate how the unit contributes to the College’s mission and strategic plan
|
Unit leaders meet to discuss IDP/UDP progress with their personnel periodically throughout the year |
Forms
Definitions
- "Individual Development Plan” (IDP) - A professional growth plan for the INDIVIDUAL. This growth plan may encompass both short term* and long term** goals. These goals should be realistic for the timeframe indicated and through their accomplishment should strengthen and improve the Unit mission.
Examples of short term goals might be: (1) to revise and update lecture notes for a course (individual initiative) (2) to be more cordial and positive to students when greeting or talking to them (individual initiative) (3) to learn a new method of delivery and teach it to Unit members (Unit prioritized and funded OR mini-grant funded).
Examples of long term goals might be: (1) acquiring the skills and resources to develop a new class or program that supports the Unit's goals and objectives (Unit operational budget) (2) planning for a sabbatical (institutional funding).
- "Unit Development Plan” (UDP) - A professional growth plan for the UNIT. Utilizing the Individual Development Plans, the Unit should develop a realistic Unit Plan. This Unit Plan should be functionally part of the Unit's "goals and objectives" that specifically address professional growth priorities of the Unit. Again, emphasis and prioritization should be the development of the PEOPLE resources instead of facilities, equipment, etc. that can be addressed within the Unit's goals and objectives.
Examples of a UNIT growth activity might be: (1) to send (name) to a conference on Universal Design and uses of Internet. Then have this person conduct a training workshop on Universal Design (2) to acquire a set of training videos for maintenance personnel on safety in the work place, or updated information on new technology currently used on campus.
- Unit Goals - Defines what the UNIT needs to accomplish to assist the INSTITUTION in accomplishing its mission, goals, and objectives (as outlined in its Strategic Plan). Therefore, the Unit goals should effectively tie into one or more institutional strategic goals and objectives. Goals can be short term or long term.
- Unit Objectives - Defines the activities and resources needed to accomplish specific Unit goals. Some may be accomplished entirely through Unit initiative; others may require support by the institution or external funding opportunities.
*Short term goals: (1) can be accomplished within a year's time (2) can be accomplished through individual initiative and usually will need no outside resources (funding) to achieve. If funding IS needed to accomplish a short-term goal, it will usually need to be prioritized by the UNIT as currently important to the Unit, and will need to be funded from the Unit's next fiscal year's OPERATIONAL BUDGET.
** Long term goals: (1) usually will require Unit or institutional funding support (2) should NOT be expected to be funded within the CURRENT FISCAL YEAR (3) perhaps, if the goal becomes an institutional priority because other Units have similar needs or it addresses a strategic initiative, it may be funded through strategic planning monies.
Other avenues for funding activities may include (1) internal grants (2) external grants (federal, state, or private) (3) legislative appropriations (4) a rich aunt or other enthusiastic benefactor!
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