Baltimore City Public Schools
NameYears in City Schools/Years in PositionUnionJob TitleEmployee #Org #Expiration Date of Current Certificate (if applicable) December / June Year:__________________Baltimore City Public Schools (“City Schools”) is committed to evaluators and employees setting goals and reflecting on performance in the beginning of the school year. The Individual Development Plan (“IDP”) is a professional growth plan for the employee and/or is a remediation plan for areas of improvement and follow-through on action items. The Initial Planning Conference is an opportunity for the evaluator to gain insight into: the thinking and preparation of the employee; how the employee is using student, school, and/or district data to reflect on and adjust his or her practice; and the strategies and supports needed for the employee to increase his or her impact in their role.AN INDIVIDUAL DEVELOPMENT PLAN (IDP) WILL INCLUDE: Specific performance and professional goals,Activities aligned to and in support of achieving these goals,Time frames, and Measurable outcomes.Employees should reflect on historical performance data, historical or current feedback, and opportunities to increase impact in role and/or to prepare for new responsibilities. THE OPPORTUNITY OF THE IDPCity Schools values a collaborative culture of open professional practice where commitment to continuous improvement is the norm. An IDP can be a useful tool to help inform an employee’s career development in City Schools, by allowing employees to set, monitor progress towards, and assess attainment of professional goals aligned with employee roles and areas of specialization. GOAL Goals should be a developmental stretch and specific enough to help you focus your development plan.RATIONALE AND IMPACT Explain how achieving this goal will increase your impact on student success and/or organizational PETENCY OR AREA(S) OF PROFESSIONAL PRACTICE Identify the competency or area(s) of professional practice most closely related to your professional goal(s). These may come from rubric(s) aligned to your role and/or evaluation.ACTION STEPSResearchers working with the Center for Creative Leadership noted that hands-on experience is the most impactful professional learning opportunity for employees, followed by learning from others and learning through traditional coursework. This 70-20-10 Model has served as a common lens for professional learning and development since the 1980s. In the space below, list specific steps that you – the employee – will take to achieve your goal, when you will take these steps, and what resources/support you need to progress. As you do, consider how:You Learn Through Doing: Learning by on the job experience, including: problem solving, taking on challenging tasks or responsibilities, innovating solutions, and reflecting on successes & challenges You Learn Through Others: Learning by working with others, including: coaching, mentoring, collaborative learning, and after-action performance reviews You Learn Through Courses: Learning by formal, planned professional development opportunities or discrete course work Action StepTimelineResource / Support NeededMeasurable OutcomeNote: Indicate any approved credit-bearing experiences with an asterisks (*). These may include college courses or approved continuing professional development (CPD) opportunities. SIGNATURESThe employee and the supervisor shall sign this document to indicate that it has been reviewed and discussed. Keep one for your file. An additional copy should be submitted to your supervisor. I have seen and reviewed the information listed above. Employee’s Signature: _____________________________________________Date: ____________________Supervisor’s Signature: _____________________________________________Date: ____________________ ................
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