Company’s name & logo
Employee Development Plan
Introduction and Objective
This plan identifies and nurtures employees by enhancing their skills,
competencies, and leadership abilities. Structured development
activities and continuous support prepare them for future leadership
roles, aligning with the organization's strategic goals.
Mechanism for Evaluation:
The evaluation mechanism includes progress indicators, 360-degree
feedback, and potential assessments. Regular check-ins and reviews will
be conducted to monitor progress and make necessary adjustments.
Employee Development Plan Template
Employee’s Information
Full Name
Position
Department
Staff No.
Date of Plan Initiation
Date of Plan
Completion
Part 1: Progress Assessment
Company’s name & logo
Development Goals
Short Term Specific goals to be achieved within 6-12
months
Long Term Specific goals to be achieved within 1-2 years
Skills and Competencies
Current Skills and competencies the employee currently
possesses, evaluated with a scoring system
Future Skills and competencies to be developed, along
with target scores
Development Activities
Company’s name & logo
Programs Training programs, Mentorship opportunities, Job
rotation,
Project assignments
Specific initiatives Specific initiatives to address identified skill
gaps
Resources and Support
Resources Tools, technologies, and resources needed
Support Support from managers, mentors, and peers
Action Plan
Step-by-step plan □ Action item 1 □ Timeline 1
□ Action item 2 □ Timeline 2
□ Action item 3 □ Timeline 3
□ Action item 4 □ Timeline 4
□ Action item 5 □ Timeline 5
Monitoring and Evaluation
Company’s name & logo
Regular check-ins Progress reviews and feedback sessions
Performance Metrics
Key performance Actual measurement for progress and success
indicators
Adjustments and Areas for improvement and necessary
Improvements adjustments to the plan
Final Review
Comprehensive Review of the employee's progress and
review achievements at the end of the plan
Rewards & Recognitions
Incentives
Awards
Recognitions for
accomplishments
Part 2: Skills and Competencies Rating
Company’s name & logo
This section evaluates the employee's current skills and competencies,
identifies gaps, and sets desired development targets. Each skill is rated
on a scale of 1 to 10.
Current State: The employee's current proficiency level
in each skill.
Gap: The difference between the current state and the
desired state, indicating areas for improvement.
Desired State: The target proficiency level to be
achieved.
Skills (Mark Current Gap Desired Initiatives
out of 10) State State
Communication 1-10 1-10 1-10 Schedule regular workshops
and and collaborative projects to
Collaboration enhance communication and
teamwork skills
Data Analysis 1-10 1-10 1-10 Enroll in data analysis
and courses and provide practical
Interpretation projects to apply learning
Digital Literacy 1-10 1-10 1-10 Provide training on new
software and digital tools
relevant to the job
Critical Thinking 1-10 1-10 1-10 Organize problem-solving
sessions and provide
resources for developing
critical thinking skills
Project 1-10 1-10 1-10 Offer project management
Management courses and assign
leadership roles in small
projects
Adaptability and 1-10 1-10 1-10 Implement role rotations and
Flexibility exposure to different
departments to enhance
adaptability
Leadership and 1-10 1-10 1-10 Provide leadership training
Influence programs and mentorship
opportunities to build
leadership skills
Overall Rating 1-10 1-10 1-10 Any comments
Company’s name & logo
Part 3: Final Evaluation
It provides a holistic view of the employee's development progress. This
final rating, on a scale from 1 to 10, affects the evaluator's subsequent
actions.
Evaluation Criteria Rating (1-10) Comments
Achievement of 1-10
Development Goals
Improvement in Key 1-10
Competencies
Engagement in 1-10
Development
Activities
Feedback from 1-10
Managers and Peers
Adaptability to New 1-10
Challenges
Overall Progress 1-10
Readiness for 1-10
Leadership Roles
Company’s name & logo
Overall Rating 1-10
Part 4: Further Actions from Direct Manager
Action Details
Promotion If the employee has consistently met or
Recommendation exceeded expectations and demonstrated
readiness for leadership roles, consider
recommending a promotion.
Further Development If there are still significant gaps in key
Needed competencies or development goals that need to
be addressed, outline additional training or
development activities required.
Recognition and Acknowledge the employee's achievements and
Rewards progress with appropriate recognition or rewards
to motivate continued growth.
Company’s name & logo
Adjust Development Based on the final evaluation, make necessary
Plan adjustments to the development plan to better
align with the employee's needs and
organizational goals.
This template is provided by Jobsdb by SEEK
