Career and Development Plan (includes leadership behaviours)
The career and development planning cycle involves four steps; know yourself, explore possibilities, make choices, make it happen. Refer to the Health
Workforce New Zealand website for further information related to health careers. http://www.healthworkforce.govt.nz/health-careers
The career and development plan is attached to the annual performance review, and/ or included with other application or review documents, and is reviewed
at least annually. Objectives are added or updated in the short, then medium, then longer term section over 1 – 3 or 4 years.
A copy of the Career and Development Plan is held on the employee file in payroll, and a record of a plan being completed is entered on HRMIS.
An employee may choose to transfer their career and development plan to another DHB.
Support and leave to meet any objective in the plan requires agreement and authorisation by a manager with the appropriate delegation of authority, and in
accordance with the Learning and Development policy.
Employee Name:
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Staff ID:
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Employee: know yourself your skills, values, aspirations, motivations, personality type and development needs.
Employee and manager, or advisor / supervisor - the employee and manager, or advisor / supervisor explore possibilities - discuss training options and
job prospects, then make choices - identify options that suit, and any barriers that may need to be overcome.
Career and Development Plan: make it happen - record an agreed plan of action and how to embark on any further training, or work experience needed.
Write career and development goal in the section below.
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Short term objectives (for example next 6-12 months) - objectives can include face to face or e-courses, on the job experience, coaching or mentoring
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Medium term objectives (for example next 12 – 18 months) - objectives can include face to face or e-courses, on the job experience, coaching or
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Career and Development Plan (includes leadership behaviours)
mentoring
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Longer term objectives (for example next 18 – 36 months - objectives can include face to face or e-courses, on the job experience, coaching or mentoring
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Leadership Development Plan
This section is completed using a For Your Improvement book available from Learning and
Development or your Human Resource Consultant.
Competency number (
) and position description wording
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My before description, for example less skilled in some way(s)
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Some causes for me
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My learnings from the map
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My action plan
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My after description; skilled or enhanced skill
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Competency number (
) and position description wording
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My before description, for example less skilled in some way(s)
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Some causes for me
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My learnings from the map
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My action plan
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My after description; skilled or enhanced skill
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Employee Name:
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Signature:
Manager Name:
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Signature:
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Staff ID:
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Date:
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Staff ID:
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Date:
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