Development plans

Development planning is forward-looking — what skills does each employee need to grow into their next role?

Personal development plans

For each employee, capture:

• Goals — career direction, skills to build
• Competency radar — current vs target on key competencies
• Skills matrix entries — current proficiency per skill
• Learning activities — courses, mentoring, on-the-job stretches

Competency radar

Visualises one person across multiple competency dimensions (e.g. PMO Governance, Process Improvement, Strategic Thinking).

Two values per dimension:

• Current — where they are now
• Target — where they need to be (for their role / next role)

Gap = development priority.

Linking to project work

Skills development happens best on real work. From a development plan you can:

• Tag projects that would build a target skill
• Track project assignments against development goals
• See project assignments give skills boosts

Tips

• Development plans should be the person's, not the org's. Co-create — don't impose.
• Re-rate quarterly. Skills change; the radar should too.
• Connect to project resourcing. Picking team members partly based on development goals = win-win.