Become familiar with the IDP process and purpose to effectively guide participants. Implement all IDP policies and procedures for first-termers. Encourage the use of IDPs and share the role of initiating the IDP process with all other direct reports. Provide the support and resources required to follow through with the actions agreed to in the IDP. (2) Assess the unit's/organization's mission, short and long term requirements, staffing, and technology and then assess the person's potential to meet those needs. (3) Act as a coach and mentor to help individuals reflect on their potential, set goals and explore career options. Review and discuss the person's strengths and areas for improvement in the current work assignment; identify and prioritize specific activities to address any gaps in competencies. When the individual drafts the IDP, check to ensure it is realistic and achievable. Once the IDP is finalized, be available with timely feedback and pinpoint areas where the individual could take greater responsibility. Be alert for changes in mission or equipment and make adjustments as necessary. (4) Identify unit resources to support the IDP and include projected formal requirements in the unit's training plan as reasonable. Developmental opportunities can take many forms, so include a mix of training and experiential learning in the IDP. Besides classroom training, IDPs might incorporate shadowing of senior individuals, mentoring, distance learning, self-study, assignment to a project team, cross-training for exposure to new areas, and/or temporary assignments.