STAFF DEVELOPMENT STRATEGIES
What positions/titles should be the focus of development
efforts? Which will have the most impact on service delivery?
Which of the candidate fields already identified should be
the focus of development efforts?
What KSAs/competencies should be the focus of the development
Will competency assessment of the candidate fields be worth
the resource investment?
Will you have individual development plans for each employee?
How will you monitor the development of each employee?
Are managers and supervisors aware of their role in developing
Do managers and supervisors have the tools (coaching and
mentoring skills, information, and other resources) to ensure
staff is developed?
What training is available, including the Clerical and Secretarial
Employee Advancement Program (CSEAP) - http://www.cs.ny.gov/cseap/home.htm),
NYS Technology Training Academy, GOER Work Force Development
Opportunities (http://www.goer.state.ny.us/train), etc.?
What gaps exist between developmental products and services
and what is needed? Are adequate resources available to meet
See Retention Strategies for more
employee development strategies. (Also, see Staff
Development for agency examples.)