FREE 5+ Competency Career Development Plan Samples in PDF

When making the competency plan, both employers and employees should work closely to make and write the career development plan.  Employers must mentor, give advice, and allocate resources to help the progress of their employees for them to achieve their career goals.

1. Identify the Primary Career Interest and Long Term Goals of the Employee

The first part of the plan is to identify the position and or progress the employee wants to achieve within the company and the ways to get to their desired position. If an employee has dreams of becoming the regional manager of your branch, the employer can lay out a career path for the employee to reach that goal. The employer could describe the positions the employee has to be promoted to before getting to be the regional manager. The employer must explain any moves or promotional tactics that the employee can keep in mind to achieve the goal.

2. Define the Activities for Each Goal

The next part of the plan is to specify the activities that the employee should do to achieve their goal. Include the ways on how they will accomplish the activities by listing down the resources they need such as learning materials, funding, and access to other colleagues in the company who could support them through their expertise. Add also the time frame that each goal must be accomplished.

3. List Down the Positive and Negative Tasks in the Current Role

The next thing to do to include in the plan is to identify the current tasks and responsibilities of the employee’s position. Differentiate each task whether they help the employee contribute to their career goal or inhibit them from achieving the goal. Let the employee focus more on improving in the tasks that help them to their goals and minimize or remove the tasks that are not relevant for the employee.

4. Identify Skills and Experience

The next part of the plan is to determine any additional skills, knowledge, or experience that the employee already has and wants to acquire. Make sure that these assets must be relevant to their career goal.

5. Identify Progress Checkpoints

So you’ve mapped out all the activities that the employee has to do to accomplish their goal. That’s great! However, your work as both the employer and mentor is to constantly check in with your employees every quarter to check their progress in their career goals. Make sure to provide the right kind of progress evaluation. Address any concerns that the employee is facing that are hindering them to accomplish the activities in a certain time frame. Always keep in mind that the development plan will be revised and updated to suit the employee’s capabilities to carry out the activities to reach their goal.

FAQs

Keep in mind that there is no one-size-fits-all career plan. Each career development plan should be personalized for each of your employees and tailored to their interests and skills. If you see a group of people who has the same career goals or interests or skills, group them together to obtain the resources they need and the activities they have to do for their goal. For example, if four of your employees want to have a managerial role in your organization, help them obtain projects where they can lead them. This will help hone their skill and give them the experience that let them get one step closer to their goal. If you need some guidance on how to format your own development plan, download our free sample templates to help you get started for your employee’s career competency development plan!