Career horizon
Employees are prompted to consider their career aspirations over the next two years.
Independent reconstruction / S2 / Reviewed
Individual Development Plan Template
A two-page planning template for career aspirations, strengths, development opportunities, 70:20:10 activities, dates, support and measures of success.
Scope: Individual development planning; distribution and completion not established
This page was written by Inside MECCA. It is not an official MECCA document, a copy, an extract or a downloadable substitute for the source.
Independent editorial reconstruction
The template provides a concrete record for translating career aspirations and development priorities into activities, dates, support and measures of success.
The wording below is a research paraphrase created by Inside MECCA. It should not be read as MECCA's wording or as proof of an official, current or universally applied process.
To document an employee's career goals, strengths, development opportunities and an actionable individual development plan.
- Employees preparing an individual development plan
- Managers providing coaching and support
- People using the development-planning process
- Discuss career aspirations
- Provide regular coaching
- Help identify resources and support
- Support development activities
- Review success measures and target dates
- Identify two or three strengths
- Identify two or three development opportunities
- Define a specific learning goal
- Select 70:20:10 activities
- Set target dates and measures of success
- 70:20:10 development model
- Development Planning Guidebook
- Manager coaching
- Individual Development Plan
The template includes target dates but does not state a fixed review interval.
- Documented career goals
- Two or three development priorities
- Manager and peer support
- Measurable development outcomes
- On-the-job, social and formal learning
Action record
Each development goal can be linked to activities, a target date, support and a success measure.
70:20:10
The guide describes learning through on-the-job experience, other people and formal learning.
- Were employees offered this template or an equivalent record?
- Were plans completed and retained?
- Did managers provide the support recorded in the plan?
- Were outcomes reviewed against target dates?
01Aspire
Define a two-year career direction
02Reflect
Identify strengths and opportunities
03Plan
Choose 70:20:10 activities
04Support
Name people and resources
05Measure
Set dates and success measures
More evidence can be linked as it becomes available
That may include an authenticated version, implementation records, meeting notes, training material or an organisational response.
Experience is assessed separately from policy
Contributor accounts are not merged into the organisational source. They are coded, assessed and linked only where consent, relevance and source safety allow.
Where the evidence stops
This reconstruction does not authenticate a source or establish workplace practice.
It does not establish that any underlying material was official, current, mandatory, complete, distributed to employees or consistently followed. The original source is not available through this site.