National Park Service Development Plan

Employee career development plans are ideal to establish a relationship between the supervisor and subordinate of any corporation. Development plans capture McGregor’s Theory Y manager where he/she believes each employee has motivation, potential for development, desire for job enlargement and a capacity for responsibility. Secondly, presuming the role of the leader may be to engage with subordinates creating a single unit striving for a single purpose versus being a commanding instrument, the supervisor and employee establish shared goals and company visions together within the template of the development plan. The National Park Service (NPS) has designed an individual development plan (IDP) for their employees that fall along close to these leadership and motivational ideals. The National Park Service IDP looks to optimize employees to make the most out of their production, as found in the IDP document plan itself, it begins by mapping out the purpose of the plan; which is to provide necessary training, education, developmental activates for the employee and, most importantly, a clear guide for the employee to follow in pursuit of job satisfaction. This IDP document was written for the supervisor as it details their responsibilities, powers of action (explained further on), and things to expect. The document’s body contains the stages of …show more content…
The final portion of the document provides the powers of action the supervisor possesses. These are simply tools that include: Job Rotation, Special Assignments, Coaching, Mentoring, Learning Groups, Self-Development (for employee, i.e. independent study, networking), Job Shadowing and Training. Each tool is explains when, how and why to implement on the employee. Finally the document instructs how to conduct the development