Overview
When utilized correctly, the Talent Development Plan portion of the Performance Appraisal Tool can be extremely transformative, motivating, and impactful. The creation of an employee’s Talent Development Plan should be a two-way conversation that considers an employee’s goals and aspirations, and gives supervisors the chance to make an investment in the employee’s future.
Frequently Asked Questions
- What kind of activities can be included in a Talent Development Plan?
Development activities can include training programs, committee work, conference presentations or attendance, or related activities that maintain, develop or broaden employee skills relevant to their current position and/or their career path or to their role in service to the work unit or the broader University community.
- Is the Talent Development Plan required?
Yes. Each employee must have at least one development goal each performance cycle. The supervisor determines with each employee the appropriate development goal(s) for the cycle. Note: Supervisors are expected to set development goals to address performance deficiencies for employees who received any rating of Not Meeting Expectations on their last performance appraisal.
- Where can I find learning opportunities for a Talent Development Plan?
The following is a list (not comprehensive) of available learning opportunities for you and your employees:
On Campus/At Home Learning:
Off Campus Learning:
Tools & Resources
