Template

Employee Development Plan Template for Excel and Google Sheets

Global HR

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This free employee development plan template is a structured tool for managers and employees to create and track employee growth collaboratively. Download it now and ensure that both individual and organizational growth objectives are aligned and measurable over a set period.

Employee development plan template overview

Our free template follows a step-by-step approach designed to ensure structured and flexible development. It encourages an ongoing dialogue between the employee and manager, fostering a growth-focused environment where progress is measurable and personal development aligns with broader organizational goals.

Here are the key elements of the template:

Focus areas: Employees and managers define up to three key focus areas that will guide the development plan—the template encourages prioritization to prevent overload and maintain focus on achievable goals
Desired outcomes: Each focus area includes a SMART (Specific, Measurable, Attainable, Relevant, Time-bound) goal that describes the intended result to ensure clarity around expectations and serves as a benchmark for assessing progress throughout the development cycle
Action items: For each focus area, managers and employees collaboratively define up to five specific action steps, which can include training, mentorship, project leadership, or other growth activities, ensuring that progress is both actionable and measurable
Impact metrics: This section helps quantify the expected impact of achieving each focus area—metrics can relate to personal development (e.g., acquiring new skills), team efficiency, or direct business outcomes (e.g., revenue growth, improved KPIs—by linking development to measurable results, this section highlights the real-world value of employee growth
Deadlines: Deadlines for each action item are clearly defined, promoting accountability and ensuring the worker makes progress within the designated timeframe
Budget: If any additional resources (such as training or tools) are required, managers can specify the budget needed to support the employee’s development—the template also tracks whether the budget has been approved, helping avoid bottlenecks due to unapproved resources
Check-ins: Regular progress reviews are essential for staying on track—the template incorporates up to three check-ins throughout the plan, encouraging open communication and timely adjustments
Manager comments: After each check-in, managers can leave comments to document feedback, reflect on progress, or note any plan adjustments
Goal completion: At the conclusion of the development plan preset timeline, this section allows for a final assessment of whether the worker successfully achieved the goals of the plan—it serves as both a final evaluation and a reflection on the employee’s growth over the plan period

How to use this employee development plan template

Both managers and their team members can make the most of the template with these key instructions and best practices:

Instructions for manageers

Set focus areas: Managers need to collaborate with their team members to define up to three key focus areas. These should be high-impact areas that contribute to both the individual’s professional goals and the team’s or organization’s strategic goals
SMART outcomes: For each focus area, define specific, measurable, attainable, relevant, and time-bound (SMART) outcomes. This ensures clarity and alignment with what success looks like
Action items: List up to five specific tasks or steps that the employee will take to achieve each focus area
Set deadlines: Assign deadlines to each action item—these should be realistic but challenging, motivating steady progress
Budget: Indicate if any budget is required for tools, training, or resources to meet the goals. If budget approval is needed, ensure that it’s addressed promptly to avoid delays
Regular check-ins: Schedule at least three check-ins throughout the development plan period. Use these check-ins to review progress, adjust goals if necessary, and provide support
Feedback and adjustments: After each check-in, provide constructive feedback in the comments section. Document any necessary adjustments to the plan to ensure the employee stays on track
Completion: Once all action items are completed and goals are met, review the overall progress and check off the “Goal completion” box

Instructions and tips for workers

Engage in planning: Work with your manager to clearly define your focus areas— ensure that these areas align with your career goals and the team’s success (metrics)
Own your action plan: Take responsibility for each action item, regularly track your progress, and come prepared to discuss it during the check-ins with your manager
Proactively use resources: If you need additional resources, training, or mentorship, bring these to your manager’s attention early on to ensure support
Prepare for check-ins: Ahead of each check-in, reflect on your progress, challenges, and areas where you need feedback or assistance—this self-reflection exercise will ensure productive and focused conversations
Track and adjust: Be open to adjusting the plan based on feedback and changing circumstances

Tip: To make the most out of this template, use it in conjunction with a skills gap analysis and performance review results for more relevant and strategic development planning.

Additional resources

FAQs

What is a professional development plan template?

A professional development plan template is a structured document that provides a framework for employees or individuals to outline their career goals, development areas, and action steps.

What are the different types of employee development plans?

Employee development plans can be classified as:

Personal development plans: They are collaborative plans between the employee and their manager to identify the employee’s goals and the resources needed to achieve them. They are typically used when employees seek personal and career development with guidance and support from their manager. However, for companies fostering a continuous learning and upskilling culture, they can be a core element of performance management cycles
Performance development plans: They focus on improving an employee’s current job performance by addressing specific areas for improvement. They are typically used if an employee’s performance is not meeting expectations or if they need to improve in a particular competency or skill
Leadership development plans: They support employees who have leadership potential or are preparing to move into management or executive roles. They are typically used when grooming high-performing and high-potential employees for leadership roles or for employees newly promoted to leadership positions
Onboarding development plans: They focus on new hires’ development needs, helping them acquire the skills and knowledge needed to integrate into the company and excel in their new roles. They are used during the onboarding process of new employees
Career development plans: They are tailored to enable career advancement by focusing on an employee’s long-term aspirations and the steps required to achieve them. They are typically used when employees express interest in career growth or when a company wants to retain talent by offering career development opportunities
Competency development plans: They focus on enhancing specific job-related competencies (core, functional, technical, or managerial) needed to perform the role more effectively

Is a PIP the same as a PDP?

No, a performance improvement plan (PIP) and a personal development plan (PDP) serve different purposes:

PIP: A PIP is typically used when an employee’s performance is below expectations. It outlines specific areas where improvement is needed and provides clear action steps, timelines, and consequences if the employee does not improve
PDP: A PDP is focused on personal and professional growth. It is a proactive plan used to help an employee develop new skills, advance in their career, or reach personal goals. While a PIP is reactive and focused on performance issues, a PDP is proactive and growth-oriented

How do you write a simple development plan?

A simple development plan outlines clear, actionable steps for personal or professional growth. Follow these key steps to write one:

Identify development goals: Determine the skills or areas for improvement—set goals that align with the individual’s career path and aspirations and the organization’s business goals
Create actionable steps: List the activities, courses, mentorship, or coaching, and any resources the employee can leverage to achieve these goals
Define timelines: Assign deadlines for each goal or milestone
Measure progress: Decide on metrics to track progress (e.g., feedback from managers or measurable KPIs)
Review and adjust: Periodically review the plan and make adjustments based on progress or changing objectives

What does a staff development plan look like?

A staff development plan typically includes:

Employee information: Name, job title, department, and manager
Current role overview: A brief description of the employee’s current responsibilities and specific skills
Development goals: A set of clear objectives the employee is working towards (e.g., improving leadership skills or acquiring a new certification)
Action plan: A roadmap to growth that lists the specific steps the employee will take to reach these goals (e.g., attending workshops and mentoring sessions)
Resources: Support provided by the company, such as training programs, mentorship, or online courses (including a specific budget allocated for each)
Timeline: Deadlines or milestones for achieving each goal
Review process: A plan for regular check-ins with the manager to monitor employee progress and make adjustments to the employee’s goals in cases of changing circumstances

What is an example of a development plan?

Here’s a simple example of a development plan for an aspiring team leader:

Goal: Improve leadership skills to prepare for a team lead position within 12 months.

Actions:

Attend a leadership training program (within three months)
Take on additional responsibility by leading a small project team (within six months)
Seek regular feedback from current managers on leadership performance (ongoing)
Complete a mentorship program with a senior leader (within nine months)

Resources: Leadership training course, mentorship from senior staff.

Timeline: Review progress every quarter.

Review: Meet with the current manager every three months to evaluate progress.

What makes for an effective employee development plan?

A successful development plan has the following key elements:

Clarity: Goals and objectives are clearly defined and easily understood by both the employee and manager
SMART goals: Goals that are specific, measurable, achievable, relevant, and time-bound
Actionable steps: The plan includes specific, actionable steps that can be implemented
Regular review and adjustment: A plan for regular check-ins and updates to assess progress and adjust goals if necessary
Alignment: The development goals should align with both the individual’s career goals and the organization’s objectives
Support: The organization provides adequate resources, such as training, mentorship, and learning opportunities, to help the employee succeed

What are the three factors that you should consider when planning a PDP?

The key factors to consider when planning a PDP are:

Alignment with career and organizational goals—example: If the company is moving toward digital transformation, focus on developing digital skillsets
Realistic and measurable goals—example: “Complete a project management certification by the end of the quarter” is a measurable and time-bound goal
Support and resources—example: Providing access to leadership courses or assigning a mentor for regular guidance

By focusing on these factors, the PDP can be an effective tool for fostering both personal and professional growth.

What should a personal development plan (PDP) include?

A personal development plan (PDP) should include the following key elements:

Skill and performance assessment: An analysis of the individual’s current skills, strengths, weaknesses, and areas for improvement
Personal goals: Short-term (e.g., improve time management) and long-term goals (e.g., become a team leader) tailored to both personal and career aspirations
Action steps: Specific initiatives or activities needed to achieve the goals (e.g., attending workshops and webinars, reading books, practicing new skills)
Resources and support: Tools, training programs, or mentorship needed to help achieve the goals
Timeline and milestones: Deadlines for achieving each goal and key milestones along the way
Progress and review: A regular check-in system to evaluate the progress and make necessary adjustments