Introduction: This form is designed to facilitate a structured conversation about your professional growth within the Human Resources, Recruitment & Onboarding department. The goal is to identify key development areas, set clear objectives, and establish a tangible action plan to help you achieve your career goals.
Employee Name
Job Title
Department
Manager Name
Date of Discussion
Review Period
Current Key Responsibilities: Please list your primary duties and responsibilities in your current role.
Current Strengths: What are your greatest strengths that contribute to your success in your role?
Areas for Development: What skills or knowledge do you feel are most critical for you to develop at this time to improve your performance?
Career Aspirations
Short-Term (next 1-2 years): What are your professional goals for the near future? (e.g., master a new HR system, take on a leadership role in a project).
Long-Term (next 3-5 years): Where do you see yourself in your career trajectory? (e.g., move into a senior management position, specialize in a different HR domain).
For each goal, please use the SMART framework (Specific, Measurable, Achievable, Relevant, Time-bound) to define it.
Specific:
Measurable:
Achievable:
Relevant:
Time-bound:
Specific:
Measurable:
Achievable:
Relevant:
Time-bound:
For each of your goals, outline the specific actions you will take.
Goal # | Development Activity (e.g., course, mentorship, shadowing, project) | Estimated Start Date | Estimated Completion Date | ||
|---|---|---|---|---|---|
A | B | C | D | ||
1 | |||||
2 | |||||
3 | |||||
4 | |||||
5 |
Required Resources: What resources will be needed to achieve your goals?
Financial: (e.g., cost of a certification, conference registration)
Time: (e.g., number of hours per week for training)
Tools/Materials: (e.g., software access, books)
Managerial Support: How can your manager best support you?
Metrics for Success: How will we know these goals have been successfully met? (e.g., completed certificate, new project role, positive feedback on a skill)
Review Dates: Schedule check-ins to discuss progress.
1st Review Date
2nd Review Date
Final Review Date
By signing below, we agree to the goals and action plan outlined in this document and commit to working collaboratively to achieve them.
Employee Signature
Form Template Insights
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This initial section is all about setting the stage. It establishes the administrative details and context for the entire plan, ensuring that everyone is aligned on the individual, their role, the department, and the specific timeframe for the development plan. This foundational information is crucial for keeping the plan organized and focused.
This is the self-assessment and aspiration-setting part of the form. It encourages the employee to reflect on their current performance by identifying their Current Strengths and Areas for Development. Most importantly, it prompts them to think about their career path, both in the Short-Term and Long-Term, which helps align their personal ambitions with the needs of the department and the company.
This is the core of the action plan. By using the SMART framework, the form guides the employee and manager to create goals that are not just wishes, but are Specific, Measurable, Achievable, Relevant, and Time-bound. This structure ensures that goals are clear, tangible, and have a defined endpoint, making them much more likely to be accomplished.
This section turns the abstract goals from Section 3 into concrete steps. It focuses on the "how" by asking for specific development activities, such as courses, mentorship, or shadowing opportunities. The inclusion of estimated start and completion dates adds a layer of accountability, helping to prioritize and schedule the activities effectively.
This part of the form addresses potential roadblocks and identifies what is needed for the employee to succeed. It prompts the employee to outline the necessary financial, time, and tool-based resources. It also formalizes the employee's request for Managerial Support, ensuring that the manager is aware of how they can best assist and advocate for their direct report.
This section transforms the action plan into a living document. By defining Metrics for Success and scheduling specific Review Dates, the plan becomes an ongoing conversation rather than a one-time event. This regular check-in process allows for adjustments, celebration of progress, and continuous feedback.
The final section is a formal agreement between the employee and the manager. The signatures signify a mutual commitment to the plan and a shared responsibility for its success. This makes the document an official, collaborative contract for professional growth.
Mandatory Questions Recommendation
Please remove this mandatory questions recommendation before publishing.
These sections are essential because they set the context for the entire plan. Without the Employee Name and Job Title, the form can't be properly attributed. More importantly, understanding the employee's Current Key Responsibilities, Strengths, and Areas for Development is the absolute starting point for any meaningful professional growth. Without this self-assessment, you can't build a relevant plan.
These sections represent the core of the document. The Professional Development Goals (SMART Framework) define precisely what the employee and manager aim to achieve, ensuring the goals are clear, measurable, and have a defined timeline. The Action Plan & Activities then turn those goals into concrete steps. Without these sections, the form would be a simple list of aspirations with no clear path to execution.
These sections ensure the plan is both realistic and successful. The Resources & Support section identifies potential needs and clarifies the manager's role in helping the employee succeed. The Progress Tracking & Evaluation section adds accountability by setting clear metrics and review dates to measure success. Finally, the Sign-off section formalizes the commitment of both the employee and manager to the plan, making it an official, collaborative agreement.I
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