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What a personal development plan should include
A personal development plan, or PDP, records what someone wants to get better at, why it matters for their role or career and what will happen next. It works best as a short, shared document that the staff member and their manager both use.
Start with strengths as well as gaps. People develop faster when the plan builds on what they already do well, not only on what is missing.
- Strengths to build on and areas to develop
- Two to four development goals, written as outcomes
- How each goal will be achieved and the support needed
- Evidence that will show progress
- Owned, dated actions
- Check-in dates and notes
Write goals you can review
Write each goal as something the person could show someone else, such as leading a medication round safely on their own, rather than a vague aim such as improve confidence.
For each goal, record why it matters, how the person will develop, what support or time they need, what evidence will show progress and a target date. The fictional example in the template shows one complete row.
Personal development plan examples
Two filled-in examples, one for a care worker and one for a team leader. Each shows one goal written as an outcome, how it will be reached, the support agreed and the evidence that will show progress. The people are fictional.
Notice that neither goal is only a course. Each mixes training with practice, feedback and a clear point at which someone can see the goal has been met.
Strength to build on
Care worker: Amelia Clarke
Calm, patient communication with residents living with dementia
Team leader: Daniel Hughes
Trusted by the team and runs a well-organised shift
Development goal
Care worker: Amelia Clarke
Give medicines on her own, safely and in line with the home's policy, by 31 March 2027
Team leader: Daniel Hughes
Lead monthly one-to-ones for his team of six by 30 April 2027
Why it matters
Care worker: Amelia Clarke
The home needs more staff able to give medicines on each shift
Team leader: Daniel Hughes
His manager holds all one-to-ones now, so they often slip
How it will happen
Care worker: Amelia Clarke
Medication training, then five observed rounds with a senior carer
Team leader: Daniel Hughes
Sit in on two one-to-ones, then run three with feedback
Support needed
Care worker: Amelia Clarke
Time on the rota for observed rounds, and a senior to sign off competence
Team leader: Daniel Hughes
Half a day for the in-house coaching course, and a monthly check-in
Evidence of progress
Care worker: Amelia Clarke
Training certificate, five signed observation records and a competence sign-off
Team leader: Daniel Hughes
Notes from three one-to-ones and feedback from his manager
Check-ins
Care worker: Amelia Clarke
Every four weeks at supervision
Team leader: Daniel Hughes
Monthly, at his own one-to-one
PDP for work vs PDP for study
At work, a PDP is agreed between a staff member and their manager. It ties development to the role and the organisation's needs, names the support the employer will give and is reviewed at one-to-ones or supervision.
At college or university, a PDP is usually the student's own record of study skills, progress and career plans, often set by the course. This template is for work: it has space for the manager's support, owned actions and check-in dates.
Use more than courses
Formal training is only one way to develop. Many goals are better met through practice with feedback, shadowing, coaching, mentoring, a project or a new responsibility.
Record the route you agree so it can be supported and reviewed. Where training is the right answer, book it as an action with an owner and a date.
Personal development plan vs appraisal
An appraisal reviews a period of work and agrees objectives. A personal development plan focuses on how the person will grow, and is updated more often. Many organisations agree the plan at the appraisal, then review it at one-to-ones or supervision.
Use the free staff appraisal template for the review conversation and this plan for the development that follows.
Keep the plan alive between reviews
A plan that is filed until next year rarely changes anything. Set a check-in date when you agree the plan, update the actions at each one-to-one and change the goals when the role or priorities change.
SkillProof keeps development actions, objectives, CPD and training records with each person, with owners, due dates and reminders, so the plan stays visible to the staff member and their manager.
Questions this guide answers
What is a personal development plan?
A personal development plan (PDP) is a short, shared record of what a person wants to develop, why it matters, how they will do it, what support they need and how progress will be shown. It is usually agreed with a manager and reviewed at regular check-ins.
What is a good example of a personal development goal?
One someone else could see has been met, with a date. For example, a care worker giving medicines on her own, safely and in line with policy, by 31 March 2027, after training and five observed rounds.
What should a personal development plan include?
Include strengths, areas to develop, two to four goals written as outcomes, how each goal will be achieved, the support needed, evidence of progress, owned and dated actions, and check-in dates.
How often should a personal development plan be reviewed?
Review it at regular one-to-ones or supervision rather than only once a year, and update it whenever the role, priorities or the person's goals change.
Is a personal development plan the same as an appraisal?
No. An appraisal reviews past performance and agrees objectives. A development plan focuses on growth and is updated more often. Many teams agree the plan at the appraisal and review it between appraisals.