A performance development plan (PDP) is a way to communicate your goals, expectations and development needs. It can help you grow professionally, as well as meet your employer’s needs.
A PDP helps you plan how you will achieve your goals and shows how your development relates to the business’ objectives. It can also help you identify training required so that when an opportunity arises, you’re ready to take it on.
What is a Performance Development Plan?
A Performance Development Plan (PDP) is a document that outlines your goals and objectives. It should be aligned with your company’s goals and objectives, as well as any personal ones you’ve set for yourself. A PDP can help you develop as an employee by setting clear targets for you to hit over time, creating accountability for achieving those targets, and helping everyone involved in the process understand what they need to do to get there.
A PDP also helps employees meet their individual career goals through:
- The development of skills needed to succeed in their role at the company or elsewhere;
- The opportunity to build relationships with people who can help them advance within the organization;
- Feedback from managers about where they stand against their peers (if applicable).
Who Needs a PDP?
If you’re reading this article, you have probably already figured out that a Performance Development Plan (PDP) is a good idea for everyone. But just in case:
- Every employee should have some sort of PDP in place. This includes employees who want to grow in their current role, move up the ladder and improve their skillset or performance.
- If you are not sure if your staff need a PDP, ask yourself these questions: Do they want more responsibility? Do they want more money? Are they looking for an opportunity at another company? If the answer is yes then it’s time to create a PDP!
Why do you need a Performance Development Plan (PDP)?
It’s important to understand what a PDP is and why it’s so useful. A Performance Development Plan (PDP) is a document that outlines your goals for the future, as well as what you need to do in order to achieve them. A PDP helps you to:
- Understand your current position
- Set goals for the future
- Identify areas for improvement or development
- Identify strengths and weaknesses
How to create a PDP?
To create a PDP, start by making a list of your skills and knowledge. Next, make a list of goals you have for yourself in the next 3-5 years. Then, create another list that includes your strengths and weaknesses. Finally, think about what type of learning environment works best for you (e.g., group or individual).
What does a typical PDP look like?
A performance development plan (PDP) is a document that describes what you want to achieve and how you are going to achieve it. It’s a long term plan, typically 3-5 years in length but sometimes shorter or longer depending on your role and/or industry. A PDP should have goals, outcomes and actions that align with your overall career aspirations as well as the organization’s strategic priorities.
It’s important not just because it’s part of HR best practice but also because it gives both parties clarity on what’s expected from each other over the next few years – which in turn makes it easier for both parties to deliver results when needed!
How often should I review my Performance Development Plan (PDP)?
It’s important to review your performance development plan at least once a year. This can be done by the employee or their manager, and it’s best if it is done in person or electronically. Reviewing your PDP is also a good time to discuss any changes that need to be made.
A well-written plan can help you meet your goals and develop as an employee.
A well-written plan can help you meet your goals and develop as an employee. It’s important to have a performance development plan because it will help you achieve your goals, which in turn helps improve performance at work. A good plan will also help you develop as an employee and improve your skills, knowledge and abilities.
As you can see, there’s a lot to consider when creating your PDP. But don’t worry! It’s not an overwhelming process and we’ve made it easy for you by providing templates and examples so that you can get started right away. We hope that by reading this article, you now know what it takes to create an effective performance development plan and how important it is for both employees and employers alike.