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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.
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 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 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.