Career & Development Planning Meeting Agenda

A structured agenda for career aspirations, strengths, opportunities, development goals, activities, support and follow-up.

Scope: Career development discussions; universal availability not established

career discussiondevelopment goals70:20:10follow-up

Overview

The agenda translates the guidebook into a manager conversation with clear discussion topics and follow-up actions.

Purpose

To structure a career development discussion and convert aspirations into agreed development activities.

Who it applies to

Employees discussing career growth
Managers facilitating development conversations

Manager responsibilities

Discuss short and long-term aspirations
Provide performance feedback
Agree development goals
Identify support and obstacles
Schedule follow-up meetings

Employee expectations

Discuss career interests
Reflect on strengths and opportunities
Agree priorities and activities
Take action against timelines

Systems referenced

Competency framework
Development Planning Guidebook
70:20:10 model

Review frequency

Follow-up meetings should be scheduled, but the template does not prescribe one interval.

Stated expectations

Career path discussion
Feedback linked to goals
Agreed development goals
Resources and obstacles identified
Follow-up scheduled

Evidence extraction

Career path discussion

Career path

The agenda calls for discussion of short and long-term aspirations and required skills or experience.

Action items and follow-up

Follow-up

Clear actions, timelines and follow-up meetings are to be defined.

Questions for comparison

Were career discussions offered?
Were goals and activities agreed rather than imposed?
Were obstacles and support needs documented?
Did follow-up meetings occur?

Document timeline

01Aspirations

Short and long-term interests

02Assess

Strengths and opportunities

03Agree

Development goals

04Plan

Activities and support

05Follow up

Actions and review meetings

Evidence can be added without changing the archive structure.

Future records may include authenticated versions, implementation records, meeting notes, training material or organisational response.

Future contributor evidence

Experience will be assessed separately.

Contributor accounts will not be merged into the organisational source. They will be coded, assessed and linked only where consent, relevance and source safety allow.

Evidence status

Internal guidance identified. Implementation not determined.

This analysis paraphrases what the reviewed source describes. It does not establish that the material was current, mandatory, distributed to every employee or consistently followed in practice.