How can you create a career development plan for employees at all levels?

2 Define the goals and objectives

The next step is to define the goals and objectives of the career development plan, both for the individual and the organization. You can help your employees set SMART goals, which are specific, measurable, achievable, relevant, and time-bound. You can also align these goals with the program's vision, mission, and values, and ensure that they support the program's priorities and deliverables.

3 Identify the gaps and opportunities

The third step is to identify the gaps and opportunities between the current situation and the desired goals. You can use a SWOT analysis, which stands for strengths, weaknesses, opportunities, and threats, to evaluate the internal and external factors that affect the employees' career development. You can also use a skills matrix, which is a table that shows the level of proficiency of each employee in each skill or competency, to compare the employees' current and expected skills.

4 Develop the action plan

The fourth step is to develop the action plan that outlines the specific actions, resources, and timelines that are needed to achieve the goals and objectives. You can use a SMART action plan template, which includes the following elements: action, responsible person, resources, deadline, and indicators of success. You can also involve your employees in creating and implementing the action plan, and encourage them to take ownership of their career development.

5 Monitor and evaluate the progress

The fifth step is to monitor and evaluate the progress of the career development plan, and provide feedback, support, and recognition to your employees. You can use various tools, such as checklists, reports, portfolios, and testimonials, to document and track the achievements and challenges of your employees. You can also use regular meetings, coaching sessions, and mentoring programs, to communicate and collaborate with your employees, and help them overcome any obstacles or difficulties.

6 Review and update the plan

The sixth step is to review and update the plan periodically, and make any necessary adjustments or changes. You can use a career development plan review template, which includes the following questions: what worked well, what didn't work well, what needs to be improved, what needs to be added or removed, and what are the next steps. You can also solicit feedback from your employees, your peers, your supervisors, and your stakeholders, and incorporate their suggestions and recommendations into the plan.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?