Career Development Plans (CDPs)
- Avenue for advancement through a job family based on successful completion of pre-established criteria
- Can be established by the department, division, regional, or systemwide level
Step 1: Create a CDP
Identify the Job Family
- Identify the job family for the CDP
- Determine the levels and positions that will be covered (i.e. Administrative Generalist Level 1, Level 2, Level 3, etc)
Create a Plan with the Employee
- Outline the current skills of the ÐÓ°ÉÔ°æ and the expected skills, objectives, and job duties that must be met to advance in the job family (i.e. training needed, duties and functions that must be assumed, etc)
- Discuss the starting point and the desired end point
- Create an overall timeframe (typically one fiscal year)
Step 2: Have the CDP Approved
Approval of the CDP
The CDP must receive written approval from...
- The ÐÓ°ÉÔ°æ
- The supervisor
- The Director of Benefits and Compensation
Step 3: Initiate and Monitor the CDP
Mark Employee Milestones
- Monitor measurable milestones the ÐÓ°ÉÔ°æ has completed toward the CDP
- Schedule regular check-ins to ensure the CDP remains on target and to provide feedback to the ÐÓ°ÉÔ°æ
Step 4: Complete the CDP
Move Employee to Next Level
Once the CDP has been completed - pending budget availability - the ÐÓ°ÉÔ°æ may advance
to the next level of the job family.
- CDP completion must be reviewed by the ÐÓ°ÉÔ°æ, supervisor, and the Director of Benefits and Compensation
- This is a non-competitive placement
- Salary will be at the first step of the new grade or a 5% increase - whichever is greater
- There will be no increases beyond the last step of the new grade