Competency Development Plan
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Section 1 -
Employee Information
Employee:
Immediate Supervisor:
Department:
Phone:
Current Position:
Email:
Phone:
Email:
Completion Date of the most recent Performance Review:
Section 2 - Writing your Employee Development Plan – Some helpful guidelines
The Employee Development Plan has been created to ensure that there is a process that can be applied
immediately, to further the development of specific leadership competencies.
There are two main parts to your plan. The first one is recommended, the second one is optional.
 Part 1: identifies competencies that you need to meet the current and/or evolving requirements of
your role.
 Part 2: is to be completed only if you want to develop a career path in another position within the
organization.
Steps:
1. Review the competency profile for your position/level and the feedback you have gathered through the
self-assessment tool, through your supervisor, and input from peers and directs reports (where
applicable).
2. Identify the competencies and opportunities for improvement that require further development. Your
development plan should be focused and as such you should identify not more than three areas of
development priority.
3. Identify your specific development goals, the actions that you will undertake to achieve the desired
results, the strengths that will help you deliver the selected development actions, identify the
support/resources required, determine a target date for completion or milestones, and identify how you
will measure progress/success.
4. Arrange a meeting with your supervisor to review your plan and obtain sign off.
5. Meet regularly with your supervisor to assess progress. This plan is intended to be flexible to meet
emerging needs. Refine your plan as needed.
Note: The number of “behaviours to develop” and the types of developmental activities identified will depend on the
unique competencies and experiences of each individual, and will be determined in conjunction with the supervisor. Again,
limit the number of goals seat at any one time in order to ensure greater success in achieving those goals.
Employee Development Plan - June 2014
Competency Development Plan
Part A: Short Term ( 0 -12 months)
Competency 1:
Expected Level and Level Title:
Current Level:
Behaviours to Develop
(Development
Objectives)
Action Plan
Strengths
Resources
Timeline / Milestone
Measures of Success
What specific behaviours do you want to develop in relation to this competency?
 ………….
 ………….
 ………….
What steps / activities will you undertake to achieve your development objectives?
(Consider On-the-Job learning)
 ………….
 ………….
 ……………
 ……………
What strengths will you use to achieve your developmental objectives?
 ………….
 ………….
 ………….
What do you need to accomplish this and/or whose support?
 ……………
 ……………
 …………..
What are your milestones or target dates for completion?
 ………………
 ……………..
 ……………..
How will you know that you have successfully achieved your development goal?
 ……………
 …………..
 …………..
Tracking Progress – Competency 1
Describe the progress made on goal and indicate level of completion (not started, inprogress, complete) at each check – in date
3-months follow up
Self Assessment Comments:
Date:
Supervisor’s Assessment Comments:
6-month follow up
Self Assessment Comments:
Date:
9- month follow up
Date:
Supervisor’s Assessment Comments:
Self Assessment Comments:
Supervisor’s Assessment Comments:
Employee Development Plan - June 2014
Competency Development Plan
Part A: Short Term ( 0 -12 months)
Competency 2:
Expected Level and Level Title:
Current Level:
Behaviours to Develop
(Development
Objectives)
Action Plan
Strengths
Resources
Timeline / Milestone
Measures of Success
What specific behaviours do you want to develop in relation to this competency?
 ………….
 ………….
 ………….
What steps / activities will you undertake to achieve your development objectives?
(Consider On-the-Job learning)
 ………….
 ………….
 ……………
 ……………
What strengths will you use to achieve your developmental objectives?
 ………….
 ………….
 ………….
What do you need to accomplish this and/or whose support?
 ……………
 ……………
 …………..
What are your milestones or target dates for completion?
 ………………
 ……………..
 ……………..
How will you know that you have successfully achieved your development goal?
 ……………
 …………..
 …………..
Tracking Progress – Competency 2
Describe the progress made on goal (not started, in-progress, complete) at each check – in
date
3-month follow up
Self Assessment Comments:
Date:
Supervisor’s Assessment Comments:
6-month follow up
Self Assessment Comments:
Date:
Supervisor’s Assessment Comments:
9- month follow up
Self Assessment Comments:
Date:
Supervisor’s Assessment Comments:
Employee Development Plan - June 2014
Competency Development Plan
Part A: Short Term ( 0 -12 months)
Competency 3:
Expected Level and Level Title:
Current Level:
Behaviours to Develop
(Development
Objectives)
Action Plan
Strengths
Resources
Timeline / Milestone
Measures of Success
What specific behaviours do you want to develop in relation to this competency?
 ………….
 ………….
 ………….
What steps / activities will you undertake to achieve your development objectives?
(Consider On-the-Job learning)
 ………….
 ………….
 ……………
 ……………
What strengths will you use to achieve your developmental objectives?
 ………….
 ………….
 ………….
What do you need to accomplish this and/or whose support?
 ……………
 ……………
 …………..
What are your milestones or target dates for completion?
 ………………
 ……………..
 ……………..
How will you know that you have successfully achieved your development goal?
 ……………
 …………..
 …………..
Tracking Progress – Competency 3
Describe the progress made on goal (not started, in-progress, complete) at each check – in
date
Self Assessment Comments:
3-month follow up
Supervisor’s Assessment Comments:
Date:
6-month follow up
Self Assessment Comments:
Date:
Supervisor’s Assessment Comments:
9- month follow up
Self Assessment Comments:
Employee Development Plan - June 2014
Competency Development Plan
Date:
Employee Development Plan - Sign Off
Position
Employee
Employee’s supervisor
Next Level of Authority
Employee Development Plan - June 2014
Signature
Date
Competency Development Plan
Part B: Medium Term (between >1 year and 3 years)
Complete this section if you want to develop a career path in another position.
Step 1: State name of the division / department and position would you like to develop towards.
Step 2: Provide a brief explanation as to how this selection fits with your overall career path with UW.
Step 3: Review the Position Description for the position you would like to develop towards in the next 1 – 2
years to determine the competency level required. If possible, talk to someone who is doing the job or the
department manager for more information.
I have considered my competency level for this position and do not feel there is a need for further development.
I would like to enhance my competency (s) in preparation for this position.
Step 4: Indicate which competency / competencies you would like to enhance and the development activities
that you will purse.
Competency
Employee Development Plan - June 2014
Development Activity