Just because (just because I'm so into human resources - yes, it's true and yes, you can giggle) I "Googled" the term "performance development plan" and came up with (drum roll).....37,400,000 hits. Of course, mine was a simple search, no Boolean methodology used, but still I thought that there is a tremendous amount of information to be had on all things performance. There are also myriad terms used in connection with career planning among them: individual development plan, personal development plan, professional development plan, and performance development plan though for purposes of this post I will use the term performance development plan (pdp). I also noticed a rather high number of universities from the University of Idaho to MIT using pdp's. This seemed to make perfect sense to me as a pdp is intended to focus an individual on their career path, the skills they need to develop to help them reach their career goals, and a timeline to guide them.
A pdp can be very useful and enlightening if constructed and utilized in the right manner. Unfortunately, I have heard feedback from managers that they did not feel they had the time, effort, and support developing a pdp warrants. Or - the focus may be on employees who are high-performers and those employees who are not the current shining stars may miss the opportunity a pdp affords. So, quick moral of the story: developing a well-thought out pdp is important to both the organization and the individual. A great pdp:
empowers employees
assist with career succession planning
fosters loyalty
boosts productivity
increases retention
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