At DSA, we don’t just teach the processes of innovative instructional design,
we actually do it, day in and day out.


TIPS Newsletter – March, 2011

Performance and Development Plans For All: What’s Yours? (Part 2)

A Frequently Asked Question

“OK. Darryl, this sounds great, but how do I get started with a Performance Plan? What is step 1?”

Darryl’s Answer

Tap into DSA’s expertise and experience. Call me at 831-649-8384 or email me your details at darryl@dsink.com. Remember, the key is alignment with organization and developmental goals. We can help!


Upcoming Events

Pre-Conference Workshop at ISPI’s The Performance Improvement Conference in Orlando, FL.

Saturday April 9th, 2011, 8:30-5:00 Darryl Sink presents a one-day pre-conference workshop: Instructional Design: Reinforcing Fundamentals and Providing Advanced Skills. Click here for additional details.

Also, check out the ISPI Conference Sessions on April 11 and April 12 with Dr. Sink. Find the session descriptions and registration information at http://dsink.com/ispi-sessions

Travel budget tight?

Take a look at Training Magazine’s Live+Online Certificate Program Starting May 11, 2011. Dr. Sink presents four sessions for an instructional design certificate. Register at this link before April 11 for the early bird discount.

Available anytime, anywhere – The Course Developer Workshop Online

In this self-paced, online workshop, you will learn a proven systematic instructional development process for designing, creating, and validating modularized courses and curricula. Click here for details

Bring our expert presenters on-site with a workshop from DSA

Click here for details. Call or E-mail Jane Sink to help you decide which workshops are right for your group.


Darryl SinkIn part one, we defined a Performance Plan as a written plan, which clearly outlines each employee’s key objectives and how those objectives are aligned to organizational and departmental goals.
In part two of this series, we discuss development plans and how they can be written to align with meeting current and future organizational/business needs as well as with an employee’s own career or professional goals in mind.

Elements of a Development Plan Include:

1. Development Objectives
2. Measures
3. Development Activities
4. Resources/Support
5. Time Frames

The input for the development objectives of the plan include what the employee needs to be able to do and /or wants to do. However, developmental objectives that are needed to meet the goals of the performance plan previously developed must take priority.

Beyond these immediate needs for development (those necessary to meet the performance plan) can be development objectives that can help the individual exceed expectations, meet future challenges, and develop their own career.

A special note about development activities is to consider including other-than-formal training activities.

Think about some of these that might be included:

* Job rotation
* Stretch assignments
* Coaching from a peer
* Readings
* Job shadowing
* Mentoring
* On the Job Training

As with performance plans, working cooperatively with the employee’s manager to create the development plan is an essential part of the process. Please remember, too, the development plan and the performance plan are living documents that should be reviewed and updated periodically.

Until next time,

Darryl