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Your Individual Development Plan (IDP)

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  • IDP FAQs for Postdocs
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Forms and Documentation

  • Verification
  • Direct link to the IDP Management System

While you are responsible for your career trajectory and success, faculty should provide mentoring, guidance, and resources, in both scientific and career development, to support your goals. Sponsors should initiate those conversations and discuss research direction, progress, and career goals. However, sponsors may not be accustomed to such discussions or may get caught up in other priorities. You should request those conversations, as it is your future that is impacted negatively by an absence of mentoring, and positively by proactive feedback and advice.

Remember that a postdoctoral appointment is a training period. To get the best training, you must be dedicated to the scientific goals of your project and that you exhibit and continue to develop independent thinking, identification of key questions, and strategies to answer these questions.

The Individual Development Plan (IDP) is a way to explore and define training goals, professional development needs, and career objectives with your sponsor. It guides you to reflect on where you are and where you would like to be, and defines specific actions for goal achievement. Your IDP and annual planning meeting with your sponsor are intended to help you:

  • Consider your training and professional development from a broad perspective.
  • Pause and reflect on goals that can get lost amidst daily research activities.
  • Set clear short-, mid- and long-term training and development goals.
  • Have open and direct dialogue with your sponsor.
  • Establish clear expectations/steps.
  • Facilitate self-reflection and fruitful discussions.
  • Create a written action plan for your individual goals and career of choice.
  • Identify and use resources to help you achieve your goals.

All postdoctoral scholars must complete and discuss an IDP with their faculty sponsor annually. Stanford is committed to postdoc training. The IDP provides an important component of this training by:

  • Encouraging self-reflection and consideration of progress, goals and needs;
  • Ensuring discussion of the postdoc's goals, progress, and action plan with the faculty mentor at least once per year; and
  • Helping to enact short-term goals that work toward long-term goals.

Four Key Steps for IDPs

1. prepare your idp and meet with your sponsor within three months of joining stanford ., 2. discuss your idp with your sponsor..

Sharing the IDP form before meeting gives your sponsor time to consider your plan more deeply.

Lead the conversation, guided by the IDP.

Fill out the "Action Plan" section with your sponsor during the meeting.

3. Verify the date of the IDP meeting in the IDP system.

Postdocs enter the meeting date.

Sponsors receive an email asking them to confirm the meeting. This confirmation is required to complete the documentation of the IDP meeting.

The system records only the date the meeting occurred; your IDP and sponsor discussions remain private. IDP forms are not collected.

4. Refer to your plan regularly throughout the year; revise your plan annually.

IDP forms stimulate discussion and define a specific training plan. Postdocs can download, complete, and save the form, send it to their faculty sponsors, and use it to guide annual IDP meetings. Ideally postdocs will share the completed form with faculty mentors before or during the IDP meeting. These forms have been developed with input from faculty and postdocs, and include sections on self-assessment, career exploration, and goal setting.

Recommended Forms

individual development plan medical affairs

Alternative Annual Meeting Form

We recommend the faculty sponsor and postdoc use the Annual IDP Form (see above) for the annual meeting. However, if the faculty sponsor and postdoc prefer to use the Alternative Annual Meeting Form (see below), this is acceptable. This form was developed by a Stanford School of Medicine faculty member.

Note: Alternatives to these three forms must be pre-approved by OPA.

Verify the IDP Meeting: Postdocs and Sponsors

Postdocs and sponsors must verify their meetings. This provides an auditable record of compliance with University policy that all postdocs and sponsors have at least one meeting/year that focuses on research and professional development. This procedure also complies with NIH policy and the National Academies' recommendations , noted above.

  • Postdocs record the meeting dates via the  IDP Management System.
  • Faculty sponsors confirm the meeting dates in the same system.
  • Only the date of the meeting is recorded; your IDP and discussions with your sponsor remain private .

Responsibilities of Sponsors

A sponsor inviting a Postdoctoral Scholar to Stanford works with that individual to develop a plan of research and goals for the period of training. The faculty member approves this plan, and during the term of the appointment ensures adequate office/laboratory space. In addition, faculty are expected to:

  • Encourage postdocs to seek secondary mentors who could provide them with opportunities in new areas of research, foster collaboration, and offer them guidance and support to assist with their career goals
  • Seek the participation of these secondary mentors or multiple other faculty members in the annual progress reviews with their postdocs
  • Encourage postdocs to participate in career development activities (workshops, courses, pre-conference events), recognizing that the short postdoc training period means seeking such information early in the training period.
  • Encourage postdocs to engage in social networking opportunities, such as attendance of talks and seminars in the department or University-wide.

Responsibilities of Postdoctoral Scholars

Postdoctoral Scholars are expected to:

  • Carry out the study or research outlined in discussions with the faculty sponsor
  • Communicate regularly with the faculty sponsor
  • Notify the faculty sponsor of any change in plans
  • Scholar is not expected to handle administrative duties or to be on a dissertation reading committee for any graduate student. 
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Individual Development Plan

An individual development plan (IDP) is a tool to assist employees in career and personal development. Its primary purpose is to help employees reach short and long-term career goals, as well as improve current job performance. An IDP is not  a performance evaluation tool or a one-time activity. It should be looked at like a partnership between the employee and the supervisor. It involves preparation and continuous feedback. Many agencies require IDPs for new and current employees. It is encouraged throughout many organizations. Many Federal agencies require their employees to complete an IDP, annually. All Senior Executives are required to have an Executive Development Plan (EDP) (5 CFR 412.401).

Below  are examples of agencies which have implemented IDPs, sample IDPs, and additional resources.

Solve Problems

(How can I utilize an IDP in my agency?)

Individual development planning benefits the organization by aligning employee training and development efforts with its mission, goals, and objectives. When using an IDP, supervisors develop a better understanding of their employees' professional goals, strengths, and development needs resulting in more realistic staff and development plans. Employees take personal responsibility and accountability for their career development, acquiring or enhancing the skills they need to stay current in required skills. Some of the benefits of an IDP are:

  • Provide an administrative mechanism for identifying and tracking development needs and plans
  • Assist in planning for the agency's training and development requirements
  • Align employee training and development efforts with its mission, goals, and objectives

There are no regulatory requirements mandating employees complete IDPs within the Federal Government. However, it is considered good management practice, and many agencies have developed their own IDP planning process and forms. While there is no one "correct" form for recording an employee's development plan, an effective plan should include at minimum the following key elements:

  • Employee profile - name, position title, office, grade/pay band
  • Career goals - short-term and long-term goals with estimated and actual competion dates
  • Development objectives - linked to work unit mission/goals/objectives and employee's development needs and objectives
  • Training and development opportunities - activities in which the employee will pursue with estimated and actual completion dates. These activities may include formal classroom training, web-based training, rotational assignments, shadowing assignments, on-the-job training, self-study programs, and professional conferences/seminars
  • Signatures - supevisor and employee signature and date

Federal agencies are required by law (5 U.S.C. Section 3396) to establish programs for the continuining development of Senior Executives. A key tool in this process is the Executive Development Plan (EDP). Please visit our Executive Development wiki page.

How do you go about developing an IDP?

The IDP process requires communication and interaction between the supervisor and employee. It involves five phases:

  • Pre-Planning - supervisor and employee prepare independently for meeting
  • Employee/Supervisor Meeting - discuss employee strengths, areas for improvement, interests, goals, and organizational requirements
  • Prepare IDP - employee, in consultation with supervisor, completes plan for individual development
  • Implement Plan - employee pursues training and development identified in plan
  • Evaluate Outcomes - supervisor/employee evaluate usefulness of training and development experiences

Supervisors and employees work together to complete the employee's development plan, however, employees are ultimately responsible for taking the initiative for their professional development. Below are examples of activities one may utilize for further development and incorporate into their plan:

  • Formal Training - OPM offers formal training at its Management Development Centers and Federal Executive Institute . There are also other formal training centers available to employees outside OPM
  • 360 Degree Feedback - 360 degree feedback is a widely used method and tool to assist in identifying strengths and developmental needs. OPM offers 360 degree survey services as do other organizations
  • Mentoring and Coaching - mentoring and coaching are effective tools for personal and leadership development. For more information, go to our  Mentoring-and-Coaching
  • Rotational/Detail Assignments - employees may have the option to participate in details, special/short-term assignments, projects, and other creative ways to expose employees to challenges or otherwise expand their capacity to serve

Stay Current

(How are other organizations using the IDP?)

Below is a list of agencies that have implemented an IDP program and/or template. There are also several agencies that have individual development planning and career management programs in place. Please not that OPM does not endorse any particular format. The information below is for illustrative purposes.

IDP Templates:

  • U.S. Department of Justice - LEAP
  • U.S. Deparment of Labor
  • U.S. Environmental Protection Agency
  • U.S. Department of Navy
  • U.S. Small Business Administration
  • U.S. Department of Education
  • U.S. Department of Treasury

Does your agency have an IDP template you find useful?

Find Opportunities

(Where can employees find training and development opportunities?)

Here a few agencies who provide resources and training to develop an IDP.

  • U.S. Small Business Administration, Office of Disaster Assistance, IDP Guidebook
  • Center for Disease Control Fact Sheet
  • MIT Career Development Guide
  • Smithsonian PowerPoint Presentation
  • Department of Justice IDP Briefing

U.S. Fish and Wildlife Service offers a online course,  Career Planning and the IDP (http://training.fws.gov/LED/idp/index.html) .

Does your agency have IDP training?

Discover Helpful Tips and Resources

(What other tools and resources are available for me?)

  • GovLeaders.org article, Using IDPs to Leverage Strengths
  • Career Advancement - Federal Employees Career Development Center
  • Discuss (0)

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Postdoctoral Training section navigation

The individual development plan.

The Individual Development Plan (IDP) is a concept used in career development to help postdoctoral fellows define and pursue their career goals.

individual development plan medical affairs

Why is it important?

In 2005,  Sigma Xi  conducted a postdoc survey for better understanding postdoc needs and experiences (Davis, G. 2005. Doctors without orders. American Scientist 93(3, supplement)).  The results  have shown that research/ career plans for postdocs provide a framework of accountability and responsibility. Furthermore, the data showed that postdocs that had a structured plan as compared to those without a plan were over all more satisfied, gave their advisor higher ratings, had fewer conflicts, submitted more grants and published more. 

The IDP is extremely important as it:

  • Helps identify short- and long-term goals
  • Serves as a reminder to achieving these goals
  • Serves as a great conversation starter between the mentor and the postdoc about their career goals and how to achieve them

For more information about the IDP, please visit our Career Development section.

To complete your IDP:

  • Go to the  Postdoc Database website    
  • Login using your Emory user ID/password 
  • Click on IDP on the left hand menu  
  • Complete and submit the form

An automatic email will be sent to your Mentor to review and comment on your completed IDP.  You do not have to send a copy to OPE.

Resources about the IDP:

  • You Need a Game Plan (Science Careers) - introduction to the myIDP tool
  • MyIDP  - free tool from Science Careers 
  • Yearly Planning Meetings: Individualized Development Plans Aren’t Just More Paperwork - excellent article in Molecular Cell about IDP that you can share with your mentor
  • Career Planning: Question Time (Nature Jobs)

University of South Florida

Office of Postdoctoral Affairs

Office of Graduate Studies

Main Navigation

Faculty & staff resources, individual development plan.

There are a few online standards for IDPs based on discipline:

MyIDP - primarily for biomedical sciences and closely related fields.

ImaginePhD - intended for social sciences and humanities but may also be useful for certain STEM fields.

ChemIDP - designed for those scholars in the chemical sciences.

Postdoctoral Affairs

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Individual Development Plans

You have spent your entire career obtaining the degrees, skills, and experiences necessary to reach this point. So now what? How do you leverage that training into a career that is fulfilling - one that peaks your interest, challenges you, and meets your core values? An individual development plan, or IDP, can help you answer this question.

An IDP is a tool, created by you, to map and meet your career goals. In essence, it is a list of goals and objectives set to a specific timeline. The goals include those for your research project, for skills development, and for career planning. When discussed with and developed further between you and your mentor, an IDP will help you set and work toward realistic goals, keeping you on your desired career path, or helping you forge a new one.

Why use an IDP?

Postdocs who develop a defined written career plan report greater career satisfaction, improved productivity and effectiveness, and better interactions with their mentors. Other reasons to write an IDP include: 

  • An IDP facilitates discussion between mentor and mentee, clarifying expectations
  • An IDP is not generic, as it focuses on personalized needs and goals
  • An IDP clarifies short- and long-term goals and the activities required to meet them
  • An IDP is required, or strongly encouraged, by funding agencies like the NIH - read more about development plans on the NIH site

The Office of Postdoctoral Affairs recommends using  myIDP from Science Careers , as it contains an abundance of resources to help you develop and set goals, allows you to create reminders to keep your goals on track, and provides ways to share your goals with your mentor. Additionally, through included self-assessment exercises, myIDP generates a suggestive list of career options, with associated resources, to help you explore your careers options.

myIDP from Science Careers

This online tool is a great way to set your goals and define your career path.

Postdoctoral Affairs

Individual development plan.

  • Current Postdocs
  • Professional Development

An IDP is a tool that allows you to reflect on your training objectives and progress toward them, and set future goals. The IDP helps you develop a concise training plan to support your career goals by helping you consider the resources and mentoring necessary to achieve them. It also provides you with a framework for productive conversations with mentors about your professional development.

IDP Requirements

Biology and medicine.

As required by the National Institutes of Health (NIH)  and the Division of Biology & Medicine of Brown University, all postdoctoral trainees are to complete and submit an IDP to both their mentor and the OGPS at the time of their initial appointment and/or upon their next re-appointment.

View the full IDP Policy

Other Postdocs

The Office of the Dean of the Faculty requires an IDP in some cases and strongly recommends that mentors and postdocs use an IDP or a similar professional development plan in cases even when not required. 

Individual Development Plan Instructions

To comply with the  IDP Policy , please follow these 3 steps:

  • Download a copy of the IDP Template . It is a Word document in which you can record your responses, save the file, and then add and change things as your projects and career plans evolve.
  • When you have entered all the information you wish to include in your IDP, share it with your mentor and discuss your achievements and goals.
  • Refine your plan based on your discussion.
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Individual Development Plans

Start by assessing strengths and weaknesses. An individual development plan is part of a planning process to identify needs and set career objectives. Graduate and postdoctoral students should complete and update an Individual Development Plan . A useful approach is to use  MyIDP  which links to  AAAS Science Careers .

Clinician investigators should complete the CTSA-CN IDP and clinical research appraisal inventory . The IDP is a first step for discussions with your advisory committee, and can be used to set short-term SMART goals.

Video Presentation: Goal Setting and Individual Development Plan - Alison K. Hall, PhD

What is an Individual Development Plan (IDP1)?

Wednesday, January 18, 12-1 pm

Individual Development Plans (IDPs) are a customized roadmap for your professional training and goals and will enable you to make the most of your doctoral education. The IDP process will prompt you to reflect on your skills and your career aspirations and help you translate those into specific actions and achieve new skills and professional goals. Join us for an interactive workshop that walks you through self-assessments in skills, values, and interests, and sets you up to develop and write a plan to be shared with your PhD mentor. Participation in this workshop partially satisfies the requirements for the PhD Progression Career Workshops badge.

Register for the workshop here .

You can get a  PhD Progression badge for attending this workshop and taking the completion survey for the “Individual Development Plan” badge. Use the form below to subscribe to the Level 2 Career Development pathway  if you have not already done so:

PhD Progression Subscription

  • First Name *
  • Last Name *
  • BU email address *
  • Department * American & New England Studies Anatomy & Neurobiology Anthropology Astronomy Behavioral Neuroscience Bioinformatics Biology Biomedical Engineering Biostatistics Business Administration & Management Chemistry Philosophy Classical Studies Computer Engineering Computer Science Computing & Data Sciences Counseling Psychology and Applied Human Development Earth & Environment Economics Educational Studies Electrical Engineering Emerging Media Studies English Environmental Health Epidemiology French Language & Literature Health Services Research Hispanic Language & Literatures History History of Art & Architecture Human Physiology Linguistics Materials Science & Engineering Mathematical Finance Mathematics & Statistics Mechanical Engineering Medical Sciences Molecular Biology, Cell Biology & Biochemistry Musicology & Ethnomusicology Neuroscience Pharmacology & Experimental Therapeutics Physics Political Science Psychology Rehabilitation Sciences Religious Studies Social Work Sociology Speech, Language & Hearing Sciences Systems Engineering Theological Studies Other
  • Other Department/Program (Only if not included in above list)
  • School or College Graduate School of Arts & Sciences (GRS) College of Engineering (ENG) School of Theology (STH) Graduate Medical Sciences (GMS) School of Public Health (STH) College of Health & Rehabilitation Sciences: Sargent College (SAR) Questrom School of Business (QST) Wheelock School of Education (SED) School of Social Work (SSW) Computing and Data Sciences (CDS) College of Fine Arts (CFA) College of Communications (COM)
  • Year in Program (for 2023-2024 Academic Year) * 1st 2nd 3rd 4th 5th 6th 7+
  • Career Development
  • Discipline-Specific Knowledge
  • Research Skills
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  • Communications Skills
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  • Discipline-specific knowledge
  • International Student Pathway

Case Western Reserve University

  • Graduate Education
  • Career + Professional Development

Individual Development Plan

Planning process that identifies both professional development needs and career objectives.

Plan ahead for your professional career path

Trainees benefit by using Individual Development Plans in goal setting. CWRU has adopted the use of an Individual Development Plan (IDP) as a way to ensure these conversations take place at least annually. The IDP is prepared by the trainee, highlighting research goals, presentations and skills training, and career goals. This IDP is then reviewed together with the trainee’s mentor annually. 

School of Medicine IDP Policy 

The School of Medicine recognizes the benefits that graduate students and postdoctoral scholars experience by using Individual Development Plans (IDPs) in setting career goals and in ensuring that conversations between the trainee and mentor about these goals occur on a regular basis. The significance of IDPs in training of the biomedical workforce has been emphasized at the national level by the National Institutes of Health. Thus, the SOM has adopted the following policy to ensure that all NIH-supported trainees utilize IDPs to aid in setting professional development goals and planning their future careers.

All PhD students in the school will complete an IDP within six months of arrival in their permanent mentor’s lab and annually every year after that. Postdoctoral fellows and scholars are strongly encouraged (by the Office of Postdoctoral Affairs) to complete an IDP within three months of their initial appointment. Completing an IDP is an interactive process that involves face-to-face meetings and frank discussions between the junior researcher and mentor. The IDP will evolve through annual meetings between mentee and mentor during the trainee’s tenure at the SOM. Copies of all graduate student and postdoctoral IDPs as well as all annual updates will be submitted electronically to the CWRU SOM Graduate Education Office through the SOM IDP Portal .  

Recommended Format

The recommended IDP format is available at the on-line submission. The final submission process requires that both the trainee and mentor have viewed the document and have met to discuss its contents. Departments and programs may develop their own IDP formats however, all IDPs must be submitted through the SOM IDP Portal and they must include a career planning component as well as assurance that the trainee and mentor discussed the content of the IDP.

The SOM strongly encourages trainees to develop content for their CWRU SOM IDPs by exploring the myIDP web tool package . Other resources and example IDP templates are available through the  Office of Postdoctoral Affairs . 

Training and Implementation

A workshop developed by the School of Medicine Graduate Education Office is held in September and January of each year to familiarize students, postdoctoral researchers, and faculty with the policy and the IDP process. If additional assistance is needed, please reach out to us at the GEO. 

University of Southern California

Office of postdoctoral affairs, individual development plan (idp).

The concept of an Individual Development Plan (IDP) for postdoctoral scholars was introduced by the Federation of American Societies for Experimental Biology ( FASEB )’s Science Policy Committee and is fairly well established for postdoctoral scholars in the sciences. According to FASEB, the purpose of the IDP is to “provide a planning process that identifies both professional development needs and career objectives. Furthermore, IDPs serve as a communication tool between individuals and their mentors.”

At USC, we expect that postdoctoral scholars will be provided the opportunity to develop the following core competencies:

individual development plan medical affairs

The IDP focuses on these core competencies and their development in line with the postdoc’s career aspirations. The IDP process, initiated by the postdoc with full participation by the mentor(s), consists of four steps for both postdoctoral scholar and mentor(s):

individual development plan medical affairs

According to FASEB, these steps “are an interactive effort, and so both the postdoctoral fellow and the mentor must participate fully in the process”.

The Self-assessment Form

The self-assessment form asks a number of questions based on discipline specific core competencies. The outcomes of the self-assessment will serve as the basis for the IDP form, which is to be shared with the mentor(s). A postdoc is expected to conduct a self-assessment and generate a draft IDP to share with their mentor(s) within the first month of arrival at USC, and on an annual cycle thereafter. The self-assessment form is most likely to be a private document that the mentor(s) should not expect to see.

The Self-assessment Forms

  • Social Sciences

For postdoctoral scholars in the sciences, you can also use myIDP , a new Web-based career-planning tool created to assist postdocs in the sciences define and pursue their career goals.

The IDP Form

The IDP form should be shared in a draft form with the mentor(s) at the meeting where the postdoc’s accomplishments and goals will be discussed in light of the core competencies and the postdoc’s career aspirations. After the meeting, the postdoc will revise the form and present it to the mentor(s) for signature(s), which will serve to formalize the process and document the meeting outcomes.

The IDP Forms

  • Social sciences

Meetings between postdocs and their mentor(s) will probably occur frequently, both formally and informally. However, a formal meeting where the IDP is discussed and signed should occur at least once per year.

1. IDP from the Federation of American Societies of Experimental Biology ( FASEB ). 2. The National Postdoctoral Association ( NPA ) 3. University of Minnesota Office of Postdoctoral Affairs Postdoc IDP document. 4. USC Clinical and Translational Science Institute’s KL2 Mentored Research Career Development Program Informational Booklet 2012-2014

COMMENTS

  1. Your Individual Development Plan (IDP)

    The Individual Development Plan (IDP) is a way to explore and define training goals, professional development needs, and career objectives with your sponsor. It guides you to reflect on where you are and where you would like to be, and defines specific actions for goal achievement.

  2. Individual Development Plan

    An individual development plan (IDP) is a tool to assist employees in career and personal development. Its primary purpose is to help employees reach short and long-term career goals, as well as improve current job performance. An IDP is not a performance evaluation tool or a one-time activity.

  3. Individual Development Plans

    Individual Development Plans. Johns Hopkins University (JHU) requires that all postdoctoral fellows have an Individual Development Plan (IDP) and meet at least once a year with their primary mentor/PI to discuss their IDP short-term and long-term training and career goals, milestones, career development resources and mentoring expectations.

  4. PDF Developing Your Individual Action Plan

    Marian Limacher, MD Objectives for Session Explain framework and concept of the Individual Development Plan/Individual Action Plan Describe the components of SMART goals Assess individual skills Practice setting short and long term goals for your IDP - with timelines Incorporate your IDP/IAP in your annual evaluation document and meeting

  5. PDF Medical Affairs Strategic Planning: Providing a Roadmap for Success

    Providing full medical affairs strategic plan template to adapt for planning efforts, including situational analysis, medical strategy, tactical and operational plan, and medical summary MAPS Medical Affairs Strategic Planning: Best Practices Purpose of a Medical Plan

  6. Individual Development Plan (IDP): Postdoctoral Affairs

    60 N 36th Street Philadelphia, PA 19104 Natalie Chernets, PhD Director of Postdoctoral Affairs & Professional Development 267.359.2302 [email protected] For more information, please contact the Graduate School of Biomedical Science and Professional Studies [email protected] Back to Top

  7. Career & Individual Development Plan

    The Individual Development Plan (IDP) is a way to explore and define training goals, professional development needs, and career objectives. It can guide you to reflect on where you are and where you would like to be, and defines specific actions for goal achievement. An IDP can act as a tool to improve mentoring relationships….

  8. Individual Development Plan

    The Individual Development Plan is a communication tool between the mentor and the postdoc. The IDP helps the postdoc and mentor set clear expectations and identify milestones to help the trainee achieve specific research objectives in the areas of publications, presentations, and science. The IDP supports the mentee, through a self-reflective ...

  9. The Individual Development Plan

    The Individual Development Plan (IDP) is a concept used in career development to help postdoctoral fellows define and pursue their career goals. Why is it important? In 2005, Sigma Xi conducted a postdoc survey for better understanding postdoc needs and experiences (Davis, G. 2005. Doctors without orders. American Scientist 93 (3, supplement)).

  10. Individual Development Plan

    An Individual Development Plan (IDP) is a career planning tool for postdocs and graduate students that helps them take stock of their skills, interests and values and explore career options. Faculty are welcome to use it as well for their own career planning or get a better sense of the process. There are a few online standards for IDPs based ...

  11. Individual Development Plans

    An IDP is a tool, created by you, to map and meet your career goals. In essence, it is a list of goals and objectives set to a specific timeline. The goals include those for your research project, for skills development, and for career planning. When discussed with and developed further between you and your mentor, an IDP will help you set and ...

  12. Individual Development Plan

    Individual Development Plan An IDP is a tool that allows you to reflect on your training objectives and progress toward them, and set future goals. The IDP helps you develop a concise training plan to support your career goals by helping you consider the resources and mentoring necessary to achieve them.

  13. Individual Development Plans

    Watch on Start by assessing strengths and weaknesses. An individual development plan is part of a planning process to identify needs and set career objectives.

  14. What is an Individual Development Plan (IDP1)?

    Wednesday, January 18, 12-1 pm. Individual Development Plans (IDPs) are a customized roadmap for your professional training and goals and will enable you to make the most of your doctoral education. The IDP process will prompt you to reflect on your skills and your career aspirations and help you translate those into specific actions and ...

  15. PDF Medical Affairs Launch Excellence Guide and Templates

    Medical Affairs Launch Excellence Templates Customizable templates will support information sharing, add value by providing structure and consistency of thinking during planning and communication, and create common expectations for each functional area. Strategic Imperatives (SIs) Step-by-Step Instructions

  16. Individual Development Planning

    Individual Development Plans, or IDPs, can help guide you through your PhD. In the process of completing an IDP, you'll answer questions about your short-term and long-term goals and meet with a mentor of your choice to discuss the best route to attain those goals. Many Harvard life sciences programs have their own IDP forms, which are listed here along with IDPs from other universites for ...

  17. Create your individual development plan

    An Individual Development Plan is a set of goals for the next 6-12 months intended to advance your career development that includes: Research project goals (e.g., research milestones, papers, presentations) Skill development goals (e.g., research skills and knowledge, professional skills, and career-specific skills)

  18. Individual Development Plan

    Individual Development Plan Plan ahead for your professional career path Trainees benefit by using Individual Development Plans in goal setting. CWRU has adopted the use of an Individual Development Plan (IDP) as a way to ensure these conversations take place at least annually.

  19. Medical affairs 2030: Priorities for patient impact

    1. Boost medical affairs leadership to achieve next-level patient impact Successful medical affairs teams usually have leaders who embrace mindsets and leadership practices that raise organizational performance and impact. They bring the best of medical affairs expertise to the company to improve patient outcomes.

  20. A vision for medical affairs in 2025

    A far larger and more ambitious vision for medical affairs is defined by the following: 1. Innovate evidence generation: Leading rapid-cycle integrated and comprehensive evidence generation. How we gather, integrate, and interpret data will define the future. Rapid-cycle, integrated evidence generation across health economics and outcomes ...

  21. PDF A vision for Medical Affairs in 2025

    A bolder vision for Medical Affairs A far larger and more ambitious vision for Medical Affairs is defined by four core areas of activity that combine to maximize patient experiences and outcomes (Exhibit 2). However, if Medical Affairs is to fulfill its ambitions of becoming the "third pillar," core medical activities will have to

  22. Individual Development Plan (IDP)

    The concept of an Individual Development Plan (IDP) for postdoctoral scholars was introduced by the Federation of American Societies for Experimental Biology ()'s Science Policy Committee and is fairly well established for postdoctoral scholars in the sciences.According to FASEB, the purpose of the IDP is to "provide a planning process that identifies both professional development needs ...