Personal Development Plan
Your personal Development Plan will help you determine how you
will achieve your development objectives. In turn this will enable
you to either acquire new or develop existing skills and
capabilities for the following purposes: enhance performance in
your current role support with anticipated changes in your current
role address your career aspirations towards a future role
We recommend that the development plan should be firstly drafted
by you, and then reviewed with your line manager to discuss and
agree your development priorities.Personal Development Plan
Development outcomes(Where will my development add the greatest
value to my performance?What am I most willing to work on
now?)Development actions(How will I achieve my development goal?
What actions do I need to take?)Development Plan (How will I
practise and apply what I learn? What support/resources do I need
to achieve my goal?)Evidence of success(What does success look
like? How will I review and measure my improvement?)Review
date(comments)
Goal 1
1. 2. 3.
Includes both areas for improvement and strengths Are tied to
performance objectives (development priorities in current role)
Includes development for future role(s) Apply the 70:20:10
framework Are tied to your development gaps Supported by your line
manager Personally committed to take action Support is available
from others (e.g. line manager, peers, mentors) Know where to find
more resources Set expectations for gradual, realistic growth Are
easily visible and therefore measurable Includes feedback measures
from others
Personal Development Plan before you startThe Pearson
Profile
Your career journey
My careerexperienceMy developmentWhere do I want to be?
Where am I now?
Tip: Have you considered all the relevant stages of Career
Pathways to help create a meaningful development plan?
70:20:10 frameworkApplying personal efficacy
About 70% on-the-job experiences About 20% development through
others About 10% from formal training
Outcome/impact of the learning: how will it make a difference?
Evidence of the impact: how will we know its made a difference?
Capacity to deliver: can the development happen? Planning &
implementation measures: when and how will it happen?
Tip: Seek a variety of development ideas, with practice and
on-the-job problem-solving and experiences forming the largest bulk
of career developmentTip: Try to demonstrate the outcome that can
be expected from your development plan by adopting the efficacy
framework
Personal Development Plan
Development Plan for: _____________________________________
Date: ______________________Personal Development Plan
Development outcomes(Where will my development add the greatest
value to my performance?What am I most willing to work on
now?)Development actions(How will I achieve my development goal?
What actions do I need to take?)Development Plan (How will I
practise and apply what I learn? What support/resources do I need
to achieve my goal?)Evidence of success (What does success look
like? How will I review and measure my improvement?)Review
date(comments)
Goal 170OutcomeEvidenceCapacityPlanning
20
10
Goal 270OutcomeEvidenceCapacityPlanning
20
10
Goal 370OutcomeEvidenceCapacityPlanning
20
10
Goal 4
70OutcomeEvidenceCapacityPlanning
20
10
