As part of NYU’s Performance Communication Process, managers and employees meet at least once each year to set Development Goals and a Development Plan that will help the employee build new knowledge, skills, and abilities. To be most effective, follow the 70-20-10 formula when planning development for your employees:
70% on-the-job experiences: Assignments, projects and other work that challenge the employee to develop new capabilities and skills.
20% coaching and feedback: Informal feedback and guidance provided on a day-to-day basis, supplemented by formal feedback and coaching provided through the formal Performance Communication Process.
10% formal courses and training program: Throughout the year, the Office of Talent, Learning & Organizational Development offers workshops designed to enhance the skills of support staff, administrators, and management staff. Some of these programs are provided on an open-enrollment basis to all employees across the University, and some are offered online. Login to NYUiLearn via NYUHome for more information about courses currently scheduled or contact NYU PeopleLink at email@example.com.
While NYU's annual Performance Communication Process ensures an ongoing dialog between employees and their managers about performance, the following Career Development templates provide a way for employees to discuss with managers their longer-term career goals.
Managers can work with their employees on a Career Development Action Plan to illustrate where an employee sees his or her career going in the next 1-2 years, and also longer term over the next 3-5 years. It can also be used to describe some actions an employee can possibly take now and in the next few years to make progress toward career goals.
Employees can also use the Clarifying Your Career Aspirations template to help prepare for discussions with their managers. It provides questions that help employees think about possible career options and steps for learning more about these options.