Definition
A structured document that records an employee's development goals, the actions needed to achieve them, timelines, and measures of success. PDPs are typically created collaboratively between the employee and their manager during performance or development reviews.
UK Context
While there is no legal requirement to provide PDPs, the CIPD recommends them as a core element of effective people management. In many UK organisations, PDPs are linked to annual performance reviews and inform decisions about training investment, career progression, and succession planning.
Best Practices
- Align PDP goals with both the employee's career aspirations and the organisation's strategic needs
- Include a mix of development activities: formal training, on-the-job learning, stretch assignments, and self-directed study
- Review and update the PDP at least quarterly to track progress and adjust as needed
Frequently Asked Questions
What should a PDP include?
A PDP should include specific development objectives, the actions or activities needed to achieve them, resources required (time, budget, support), target completion dates, measures of success, and a review schedule. Goals should be SMART: specific, measurable, achievable, relevant, and time-bound.
Who is responsible for creating a PDP?
The PDP should be created collaboratively. The employee takes primary ownership of their development goals, while the manager provides support, guidance, and access to resources. HR may provide the framework and tools. The employee is ultimately responsible for driving their own development.