Five-step process
Identify, prioritise, set goals, create a plan, then implement and review.
Research phase · Sources and first-hand accounts are being reviewedRead the research framework
Framework / S1 / Reviewed
Development Planning Guidebook
A five-step framework for identifying development areas, agreeing goals, creating a 70:20:10 plan and reviewing progress.
Scope: Development planning guidance; employee eligibility and distribution not established
Source document | Contributor-supplied copy
Actual 2024 Development Planning Guidebook
How MECCA “promises” to grow your career
The complete MECCA-branded development-planning document supplied to the Inside MECCA project.
The source content was reviewed by the project; source authenticity, current status and implementation have not been independently verified.
The linked PDF is the actual supplied guidebook, presented unchanged. It includes the original wording, structure, photographs and branded layouts.
Contributor-supplied source copy. Authenticity, current status, intended distribution and implementation have not been independently verified.
Overview
The guidebook presents career development as a structured and shared process between an employee and their manager.
To explain development planning, define employee and manager roles, and provide a framework for turning priorities into a documented plan.
- Employees planning development
- Managers supporting development
- People using the competency framework
- Understand strengths, development areas and aspirations
- Align expectations and agree goals
- Schedule regular review meetings
- Provide open and honest feedback
- Help create time and access to development
- Steer their career path
- Prioritise two or three development areas
- Set SMART goals
- Commit time to development
- Seek feedback and follow through
- Core competencies
- Development plan
- 70:20:10 model
- Manager check-ins
Regular meetings are described, but no single universal interval is stated in the guidebook.
- Structured development planning
- Manager-supported goals
- Regular feedback
- Documented development activities
- Review and reprioritisation
Shared ownership
Employees drive their development while managers provide alignment, support and feedback.
Review
Plans are intended to be revisited through meetings, reflection and feedback.
- Was the process made available to employees?
- Were development priorities and SMART goals agreed with a manager?
- Were plans reviewed regularly?
- Did access differ by role, manager, location or employment status?
01Identify
Strengths and development areas
02Prioritise
Two or three areas
03Agree
SMART goals with a manager
04Plan
70:20:10 activities
05Review
Meet, reflect and update
Evidence can be added without changing the archive structure.
Future records may include authenticated versions, implementation records, meeting notes, training material or organisational response.
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.