Professional growth looks different for everyone, but it always starts with a clear sense of purpose. When people have the space to explore their career path options openly, their work feels more meaningful, and their connection to the company deepens. In fact, 94 percent of people would stay at a company longer if it invested in their career development.
But how do you turn career goals into actionable growth plans? A professional development plan template makes career conversations easier and more structured. It’s a framework you can use to clarify your people’s goals and chart progress, while also making sure their development aligns with your business goals.
This guide covers everything you need to create effective professional development plans for your people, including ready-to-use templates, step-by-step implementation strategies, and real-world examples that drive results.
Professional development plans simplify the process of helping team members set clear, actionable career goals that align with company priorities
Using templates saves time and brings consistency to how managers and team members plan, track, and discuss career goals
An effective plan starts with honest self-assessment, clear and measurable goals, and flexible learning opportunities that match how each team member learns best
Regular check-ins and celebrating growth milestones help turn plans into ongoing, meaningful growth
What is a professional development plan?
A professional development plan is a personalized roadmap that helps empower your people to set clear career goals and outline how to achieve them. It gives structure to growth by defining where someone is now, where they want to go, and how they’ll get there.
A well-crafted development plan empowers people to take ownership of their growth and stay engaged with your organization. As Sandi Wilson, human resources consultant at FinTek Consulting, puts it: “Loyalty is reciprocal. When leaders provide learning opportunities that align with career path objectives, it’s a fantastic way to demonstrate commitment to [your people].”
Professional development plan templates
There are many types of professional development plan templates to choose from, each designed for different goals. These include building new skills, preparing for leadership, or mapping long-term growth.
Here are some free templates you can download and customize to fit your people’s and your organization’s needs:
1. Onboarding professional development plan template
Pair this template with your onboarding checklist during a new joiner’s first 30–90 days to align on priorities during the onboarding process, track progress, and lay the foundation for long-term success.
Onboarding professional development plan template
Start date: ______________________________
Plan duration: ___________________________
Name
Department
Role/title
Manager
Role overview and key objectives
[Outline the main responsibilities and objectives of the role]
Initial skill assessment
[Identify your new joiner’s current strengths and areas for development]
Learning goals and action steps
[Outline your new joiner’s specific learning objectives and the action steps to reach them]
Goal
Action steps
Target completion
Support and resources
[List the resources you’ll offer to help them achieve these goals, such as role-specific training sessions, job shadowing, and regular check-ins]
Check-ins and feedback
[Schedule regular touchpoints to review their progress and make any necessary adjustments]
Date
Focus area
Progress notes
Success metrics
[Record measurable outcomes or milestones that demonstrate their growth]
Next steps for continued development
[Outline ongoing development goals for your new joiner to focus on after onboarding]
2. Individual professional development plan template
Ask your team members to fill out this self-assessment template to reflect, set goals, and create a development plan that feels meaningful and motivating to them.
Individual professional development plan template
Date created: ______________________________
Next review date: ___________________________
Name
Department
Role/title
Manager
Career vision and goals
[Describe your short-term and long-term career aspirations]
Current strengths and skills
[List the strengths and skills you already have that will help you reach your goals]
Development areas
[Identify the skills and knowledge you want to develop to reach your goals]
Learning goals and action steps
[Outline the specific learning objectives that can help you grow in these areas]
Goal
Action steps
Target completion
Support and resources
[List the support and resources that will help you learn and perform at your best, such as access to learning platforms, specific stretch projects, and mentorship]
Success metrics
[Record measurable outcomes or milestones you’ll use to demonstrate your growth]
Feedback and next steps
[HR to complete: Gather feedback on your team member’s progress from their manager and/or teammates. Meet with your team member to discuss insights, agree on next steps, and set the next review date.]
3. 5-year development plan template
Development plans that look further ahead provide insight into each person’s aspirations, making it easier to align growth with business goals. Have your people fill out this five-year development plan template during succession planning, career pathing, or retention efforts to plan their next stages of growth within the company. You can also use the 5-year plan during annual talent reviews or high-potential talent assessments.
5-year development plan template
Date created: ______________________________
Next review date: ___________________________
Name
Department
Role/title
Manager
5-year career vision
[Describe where you’d like to be in five years. For example, the role you want to grow into, the skills you want to develop, and the impact you want to make.]
Key skills and competencies to develop
[Identify the skills and knowledge you want to develop for long-term growth]
Year-by-year milestones
[Identify the skills and knowledge you want to develop for long-term growth]
Year
Goal
Action steps
Target completion
1
2
3
4
5
Support and resources
[List the support and resources that will help you learn and perform at your best, such as advanced skills training programs, cross-functional assignments, and networking opportunities]
Success metrics
[Record measurable outcomes or milestones you’ll use to demonstrate your growth]
Check-in notes and adjustments
[HR/manager to complete: Schedule yearly touchpoints to review your team member’s progress and make any necessary adjustments]
When a team member wants to build expertise in a specific area, or a manager identifies a skills gap that’s important for career growth or team goals, use this template together. Encourage them to complete it collaboratively to ensure alignment and ownership.
Skill-specific development plan template
Skill focus area: ______________________________
Date created: ________________________________
Target completion date: _______________________
Name
Department
Role/title
Manager
Skill development goal
[Define the specific skill the team member will develop and explain why it’s important]
Current skill level
[Describe the team member’s current proficiency level]
Desired skill level
[Define what success looks like once the team member develops this skill]
Learning goals and action steps
[Outline the team member’s specific learning objectives and action steps to reach them]
Goal
Action steps
Target completion
Support and resources
[List the support and resources the manager will provide to help the team member grow, such as internal skill-building programs, stretch assignments, and regular feedback sessions]
Success metrics
[Record measurable outcomes or milestones the manager will use to track the team member’s growth]
Feedback and next steps
[Manager to complete: Give feedback on your team member’s progress and provide recommendations for next steps]
5. Leadership development plan template
This template supports employee goal setting for emerging or current leaders who want to expand their influence and impact.
Leadership development plan template
Date created: ______________________________
Next review date: ___________________________
Name
Department
Role/title
Manager
Leadership vision and goals
[Describe your short-term and long-term leadership goals]
Current leadership strengths
[List your existing leadership qualities and skills]
Leadership development areas
[Identify the specific leadership skills you want to strengthen or develop further]
Learning goals and development activities
[Outline the specific learning objectives that would help you develop these skills]
Goal
Development activity
Target completion
Leadership experiences and application
[List opportunities to put your new leadership skills into practice on the job]
Success metrics
[Record measurable outcomes or milestones you’ll use to demonstrate leadership growth, such as leading projects and participating in internal leadership circles]
Feedback and next steps
[HR to complete: Gather feedback on your team member’s progress from their manager and/or teammates. Meet with your team member to discuss insights, agree on next steps, and set the next review date.]
6. Succession planning development template
When mapping out leadership transitions, critical role coverage, or long-term talent development, provide this succession planning development template to managers so they can identify and prepare team members for future roles.
[Summarize why you’re considering this team member]
Target role(s) and requirements
[List the potential future role(s) to prepare them for and outline the skills required]
Current skills and gaps
[Identify the skills your team member already possesses and where they need development]
Development goals and action steps
[Outline the specific training that will prepare them for the role(s)]
Goal
Action steps
Target completion
Support and resources
[List the support and resources you’ll provide to help your team member grow, such as targeted training programs, rotational assignments, and mentoring]
Stretch assignments or exposure opportunities
[Suggest projects that will provide them with hands-on experience relevant for the role(s)]
Progress review and next steps
[Track your team member’s progress and readiness for advancement, including next steps for growth]
7. Performance improvement plan (PIP) template
This template helps team members address specific performance gaps with clear improvement metrics and skills management resources.
Performance improvement plan template
Date created: ______________________________
Next review date: ___________________________
Name
Department
Role/title
Manager
Purpose of the plan
[Explain why you’re implementing the PIP and how this plan will support your team member’s growth]
Performance improvement areas
[Identify specific skills that, if strengthened or further developed, would help your team member enhance their performance and grow into future opportunities]
Learning goals and action steps
[Outline the specific learning objectives that would help them develop these skills]
Goal
Development activity
Target completion
Support and resources
[List the support and resources you’ll provide to support the plan, such as targeted training, online courses, and regular check-ins]
Success metrics
[Record measurable outcomes or milestones you’ll use to demonstrate your team member’s growth]
Check-in schedule
[Schedule regular touchpoints to review your team member’s progress and make any necessary adjustments]
Date
Focus area
Progress notes
Acknowledgement
[Have your team member and their manager review the plan and sign to confirm agreement] Team member signature: ___________________________ Date: ___________________
8. Technical professional development plan template
Have team members fill out this template when they want to deepen their technical knowledge, prepare for a more advanced role, or expand into a new technical area.
Technical professional development plan template
Date created: ______________________________
Next review date: ___________________________
Name
Department
Role/title
Manager
Technical development goals
[Define the technical skills you want to develop and why]
Current skill level
[Outline your current proficiency level]
Desired skill level
[Describe what success looks like once you develop these skills]
Learning goals and action steps
[Outline the specific training that will help you build these technical skills and the action steps you’ll take to complete it]
Goal
Action steps
Target completion
Support and resources
[List the support and resources that will help you learn and perform at your best, such as certification programs, mentoring, and knowledge hub subscriptions]
Projects and practical applications
[Identify opportunities to put your new technical skills into practice on the job]
Success metrics
[Record measurable outcomes or milestones you’ll use to demonstrate growth]
Feedback and next steps
[Manager to complete: Give feedback on your team member’s progress and provide recommendations for next steps]
9. 30-60-90 day plan template
This template supports new joiners and newly promoted team members as they ramp up with clarity and confidence. Unlike the onboarding professional development plan, which focuses on building long-term growth foundations, this version zeroes in on short-term priorities, early wins, and measurable progress in the first three months. You can also use the 30-60-90-day plan when promoting someone into a new leadership role.
30-60-90 day plan template
Start date: ______________________________
End date: ___________________________
Name
Department
Role/title
Manager
Plan overview
[Summarize the purpose of this plan and what success looks like at the end of 90 days]
Learning goals by phase
[Outline the specific focus areas and goals for each phase to help your new joiner ramp up quickly]
Timeframe
Focus areas and goals
Action steps
Days 1-30: Learn
Days 31-60: Apply
Days 61-90: Optimize
Support and resources
[List the support and resources you’ll provide to support the process, such as role-specific training materials, goal-setting and feedback tools, and manager check-ins]
Success metrics
[Record measurable outcomes or milestones you’ll use to demonstrate your new joiner’s growth]
Check-in schedule
[Schedule regular touchpoints to review your new joiner’s progress and make any necessary adjustments]
Date
Focus area
Progress notes
Feedback and next steps
[Gather feedback on your new joiner’s progress from their manager and/or teammates. Meet with them to discuss insights and outline next steps.]
10. 70-20-10 development plan template
Based on the 70-20-10 learning model, this template structures professional growth across three areas: on-the-job experiences (70 percent), developmental relationships (20 percent), and formal training (10 percent). It’s ideal for companies that want to make learning part of everyday work and build future-ready teams through experience, feedback, and support.
70-20-10 development plan template
Date created: ______________________________
Next review date: ___________________________
Name
Department
Role/title
Manager
Developmental goal
[Define the primary skill your team member wants to develop and why]
Learning through experience (70 percent)
[Map out specific on-the-job learning opportunities that would help them develop this skill]
Goal
Assignment
Target completion
Learning through others (20 percent)
[Identify opportunities for mentorship to learn new approaches and gain practical insights]
Goal
Mentor
Target completion
Formal learning (10 percent)
[List the training opportunities you’ll provide to support skill development]
Goal
Course
Target completion
Success metrics
[Record measurable outcomes or milestones you’ll use to demonstrate your team member’s growth]
Feedback and next steps
[Gather feedback on your team member’s progress from their manager and/or teammates. Meet with your team member to discuss insights, agree on and outline next steps, and set the next review date.]
11. Mentorship development plan template
Use this template at the start of a mentorship program or one-on-one partnership to define objectives, clarify the mentor’s role and support tasks, and track progress over time.
Mentorship development plan template
Start date: ___________________________
Review date: _________________________
Duration of mentorship: ________________
Name
Department
Role/title
Manager
Mentorship purpose and goals
[Describe what the mentee hopes to achieve through this mentorship]
Key focus areas
[List 2–4 development areas to focus on during mentorship, such as time management and productivity, strategic thinking and problem-solving, and people management experience]
Meeting cadence and structure
[Map out when the mentor and mentee will meet and what each session will focus on]
Goal
Focus area
Progress notes
Learning goals and action steps
[Outline specific learning objectives, how the mentee will reach them, and how the mentor can support each goal]
Goal
Action steps
Target completion
Support and resources
[List the support and resources the mentor will provide to support learning objectives, such as project-based coaching, shadowing opportunities, and networking introductions]
Success metrics
[Record measurable outcomes or milestones the mentor will use to demonstrate the mentee’s growth]
Feedback and next steps
[Mentor to complete: Give feedback on your mentee’s progress and provide recommendations for next steps]
Here’s an example of a completed template to see how a professional development plan comes to life:
Individual professional development plan
Date created: March 10, 2025
Next review date: September 10, 2025
Name
Department
Role/title
Manager
Jordan Lee
Growth Marketing
Marketing Specialist
Priya Shah
Career vision and goals
Short-term (6-12 months): Strengthen content strategy and analytics skills to lead cross-channel campaigns more effectively Long-term (2-3 years): Move into a Marketing Manager role overseeing integrated campaigns and mentoring junior team members
Current strengths and skills
Strong writing and storytelling abilities Solid understanding of social media strategy Collaborative team player with great communication skills Comfortable with campaign execution and coordination
Development areas
Advanced data and campaign performance analysis Budget planning and forecasting Leadership and people management Strategic planning and cross-departmental collaboration
Learning goals and action steps
Goal
Action steps
Target completion
Build confidence in marketing analytics
Complete “Google Analytics 4 Certification” and attend internal analytics training
June 2025
Gain experience managing projects and budgets
Co-lead upcoming product launch campaign with manager oversight
August 2025
Develop leadership and mentoring skills
Mentor one new hire or intern on campaign execution
September 2025
Support and resources
Access to marketing analytics software and internal data training sessions Regular one-on-one coaching with manager Shadowing opportunities with Marketing Manager Time for professional coursework (2 hours/month)
Success metrics
Complete analytics certification by June Co-lead product campaign with measurable performance results Receive peer feedback on leadership skills during mid-year review
Feedback and next steps
Manager feedback: Jordan has shown strong initiative in developing analytical and leadership skills. Recommend exploring strategic planning responsibilities next quarter.
Next steps: Identify opportunities to lead a small campaign end-to-end and continue building comfort with data-driven reporting.
Benefits of professional development plans
Here are the key ways professional development plans benefit your people and your business:
Support your team members’ career growth: Help your people identify their strengths, set goals, and take ownership of their professional journey
Improve team performance: Equip your team members with new skills that boost productivity, creativity, and collaboration
Increase employee engagement: Show people a clear future within your company and motivate them to do their best work
Build loyalty and retention: Demonstrate your investment in your people’s long-term career success to strengthen commitment and reduce turnover
Align with company values: Strengthen your culture by connecting development initiatives to your mission and goals
Prepare future leaders: Identify and nurture high-potential team members for leadership and advancement opportunities
Keep your company competitive: Upskill your team to stay ahead of evolving industry trends and technologies
Boost confidence and morale: Empower your people to feel capable, valued, and inspired in their roles, improving job satisfaction
How to create and implement a professional development plan
When career growth is structured, it becomes sustainable and drives results. Here’s how to design a professional development plan that keeps your people moving forward.
1. Choose your framework
Different professional development frameworks serve different organizational needs, but generally fall under three categories:
Competency-based frameworks: Focus on building specific skills needed for success in a role (for example, a leadership development plan template)
Career-path frameworks: Map out how team members can progress through roles or levels within the company (for example, a 5-year development plan template)
Strengths-based frameworks: Emphasize developing existing talents and leveraging what your people already do well (for example, a technical professional development plan template)
Choose the framework that fits your company’s needs, your team members’ goals, and the resources you have available.
2. Have your team member conduct a self-assessment
Guide your team member through an honest look at where they are now and where they’d like to grow. Encourage them to consider several areas:
Technical skills: What tools, systems, or processes do they use confidently, and where do they want more experience?
Soft skills: How do they communicate, collaborate, and adapt to change?
Work style: What environments, tasks, or team dynamics bring out their best work?
Career aspirations: Where do they see themselves in one, three, or five years?
Values alignment: How do their personal values connect to the company’s mission and culture?
This reflection helps them take ownership of their development and ensures the plan aligns with their real goals—not just what they think you expect. Reading the self-assessment also gives managers clearer insight into how to coach, guide, and champion their team members’ growth.
3. Analyze their development needs
After the self-assessment, compare your team member’s current skills to those you know they need for their next role or to excel in their current one. Pinpoint the most valuable areas for growth—those that will strengthen performance and support long-term goals—by pulling insights from multiple sources, such as team feedback, manager input, and recent performance data.
Then work together to prioritize development areas based on what your team member is most motivated to improve and what’s most relevant to your company’s big picture.
4. Outline actionable steps for skill development with a timeline
Once you’ve identified development priorities, turn those goals into clear, time-bound actions. Big goals become more achievable when you break them into smaller steps. For example, if someone wants to strengthen leadership skills, they might start with completing a management course, leading a small project, or mentoring a junior teammate.
Work together to map these actions onto a doable timeline. Assign target dates for each milestone and build in time for learning, feedback, and reflection. Encourage your team member to set checkpoints along the way, so they can celebrate wins and adjust when needed.
5. Provide learning resources and support
Match each goal with learning opportunities that fit your team member’s needs and learning style. Plan for a mix of learning experiences that include:
Formal training: Courses, certifications, or workshops to build technical or leadership skills
Mentorship: Pairing with a leader or peer who can offer guidance and real-world insights
Stretch assignments: Projects that challenge team members to grow through practical experience
Self-directed learning: Books, podcasts, or online modules for flexible growth
Budget thoughtfully for development opportunities, but also make use of internal expertise. Your team likely has valuable knowledge to share, and seeing certain tasks in action within an organizational context can help make these skills more concrete for your team members. A blended approach keeps learning engaging, relevant, and easy to weave into daily work.
6. Track progress and adjust as needed
Schedule regular check-ins (weekly or monthly) dedicated to reviewing progress on their development plan, talking through challenges, and celebrating wins along the way. These conversations keep development goals top of mind and show your people that growth is an ongoing priority.
Be ready to adjust the plan as priorities shift or new opportunities come up. If a learning method isn’t working, try a different one. When your people reach a milestone, set a new one. Flexibility keeps development plans relevant, motivating, and realistic, so progress never stalls.
7. Recognize and reward your people
Recognition keeps momentum going. When your people feel appreciated for their progress, they’re more likely to stay engaged, confident, and excited about what comes next.
Use recognition programs to acknowledge progress early and often. Whether it’s a peer-nominated award, a points-based system, or a company-wide shout-out, these programs make growth visible and celebratory. Pair with simple, thoughtful gestures like a quick thank-you, a mention in a team meeting, or a personal note from a manager. Recognition doesn’t need to be flashy—it just needs to be genuine.
Empower your people with professional development plans
Professional development plans do more than outline career goals—they help make them happen. With the right template to guide the process, vague aspirations turn into concrete action plans that move both your people and your business forward.
That’s because employee development sparks innovation, builds stronger teams, and helps companies stay agile as priorities shift. Over time, this steady investment in your people’s growth leads to higher engagement, better performance, and a company culture that connects individual success to organizational strength.
To write an effective professional development plan, start with real conversations and practical goals. Ask your team member what skills they want to build and what challenges motivate them. Focus on setting clear, measurable goals that support both their individual growth and the team’s success, making sure to tailor development to the person. Some learn best through mentorship, while others thrive on project-based learning or structured training.
And remember to treat the plan as a living document: revisit it regularly, adjust as priorities change, and celebrate your team member’s milestones along the way.
How do I measure the success of a professional development plan?
To measure the success of a professional development plan, monitor milestones like certifications earned, courses completed, or new skills put into practice. Gather feedback from team members and managers about what’s changed: Are people feeling more confident? More engaged? More effective in their work?
The key measure of success is progress toward shared goals—but stay flexible. If priorities shift or something isn’t working, it’s okay to adjust the plan and how you define success.
What are the five stages of professional development?
The five stages of professional development are:
Self-assessment: Identify strengths, interests, and areas for growth
Goal setting: Define clear, short-term, and long-term career goals
Planning: Create an action plan that outlines learning activities, timelines, and resources
Implementation: Put the plan into action through training, stretch projects, or mentorship
Evaluation and reflection: Review progress, celebrate achievements, and update goals for the next stage of growth
Together, these stages create a continuous cycle of learning and development that keeps both your people and company growing stronger.
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