{"id":24780,"date":"2026-02-07T00:04:25","date_gmt":"2026-02-07T05:04:25","guid":{"rendered":"https:\/\/demo.wwwebdesignstudios.com\/client05\/the-development-planning-process\/"},"modified":"2026-04-17T19:56:38","modified_gmt":"2026-04-17T23:56:38","slug":"the-development-planning-process","status":"publish","type":"post","link":"https:\/\/demo.wwwebdesignstudios.com\/client05\/the-development-planning-process\/","title":{"rendered":"The Development Planning Process"},"content":{"rendered":"<p>&nbsp;<\/p>\n<p style=\"text-align: center\"><strong><span style=\"font-size: 18px\">COMPETENCY DEVELOPMENT IS NOT A ONE-PERSON JOB<\/span> <\/strong><\/p>\n<p><strong><br \/>\n<\/strong><strong>THE DEVELOPMENT PLANNING PROCESS<\/strong><\/p>\n<p>A general 8-step competency development planning process, applicable in any organization, is outlined below, followed by a description of what should happen in each step. Organizations or work units can modify this competency development process to accommodate specific requirements regarding formal meetings and procedures and required documents.<\/p>\n<p>The eight steps are as follows:<\/p>\n<ol>\n<li>Individual Preparation<\/li>\n<li>Initial Planning Meeting<\/li>\n<li>Preparation of a Draft Development Plan<\/li>\n<li>Review and Modification of the Draft Development Plan<\/li>\n<li>Signing and Filing the Development Plan<\/li>\n<li>Implementing the Competency Development Plan<\/li>\n<li>Periodic Progress Review Meetings<\/li>\n<li>Preparation of New Development Plans<\/li>\n<\/ol>\n<p>&nbsp;<\/p>\n<ol>\n<li>INDIVIDUAL PREPARATION<a href=\"https:\/\/workitect.com\/comprehensive-competency-development-guide\/\"><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-27728 size-medium\" src=\"https:\/\/demo.wwwebdesignstudios.com\/client05\/wp-content\/uploads\/2026\/04\/career-planning-kit-1-300x188-1.jpg\" alt=\"Competency-Based Career Planning Kit\" width=\"300\" height=\"188\" \/><\/a><\/li>\n<\/ol>\n<p>The employee prepares for the initial development planning meeting by:<\/p>\n<ul>\n<li>Reviewing all available information about the job description, job responsibilities, and competencies required for the job.<\/li>\n<li>Assessing his\/her performance and identifying areas for improvement, in the job responsibilities or specific job tasks.<\/li>\n<li>Preparing specific, measurable job goals for the next 6-12 months such as:<\/li>\n<\/ul>\n<p>\u201cDevelop and implement ways to reduce order preparation time from 24 hours to 4 hours.\u201d<\/p>\n<p>\u201cDevelop and provide safety training to unit employees.\u201d<\/p>\n<ul>\n<li>Thinking about the next desired job and the competencies required for this job.<\/li>\n<li>Reviewing the competencies and thinking about ones to target for development.<\/li>\n<\/ul>\n<p>The employee\u2019s manager prepares by:<\/p>\n<ul>\n<li>Reviewing all available information about the job description, job responsibilities, and competencies required for the job.<\/li>\n<li>Assessing the employee\u2019s performance and identifying areas for improvement, in the job responsibilities or specific job tasks.<\/li>\n<li>Thinking about possible job goals for this employee for the next 6-12 months.<\/li>\n<li>Thinking about the next possible job for this employee and the competencies required for this job.<\/li>\n<li>Reviewing the competencies and thinking about ones for this employee to target for development.<\/li>\n<\/ul>\n<ol start=\"2\">\n<li>INITIAL PLANNING MEETING<\/li>\n<\/ol>\n<p>At an initial development planning meeting, the employee and manager should:<\/p>\n<ul>\n<li>Discuss and, if necessary, clarify the main job responsibilities and the performance outcome measures for these responsibilities.<\/li>\n<li>Discuss how well these responsibilities are being carried out; identify areas<br \/>\nfor improvement.<\/li>\n<li>Agree on specific job or business goals for the next 6-12 months.<\/li>\n<li>If appropriate, discuss career development and the next possible job for this employee.<\/li>\n<li>Review the competencies for the job.<\/li>\n<li>Discuss which competencies are needed to improve performance and achieve the job or business goals.<\/li>\n<li>Select three competencies for the employee to target for development over next year and 1 competency to focus on for first 3-4 months.<\/li>\n<li>Review the Resource Guide to develop ideas for developing these competencies.<\/li>\n<li>Set a date within two weeks to review the draft development plan to be prepared by the employee.<\/li>\n<li>Set a date to review progress in about 3 months.<\/li>\n<\/ul>\n<ol start=\"3\">\n<li>PREPARATION OF A DRAFT DEVELOPMENT PLAN<\/li>\n<\/ol>\n<p>The employee drafts separate lists of 6-15 goals for developing each competency. It is most effective to focus on the goals for one competency at a time.<\/p>\n<ol start=\"4\">\n<li>REVIEW AND MODIFICATION OF THE DRAFT DEVELOPMENT PLAN<\/li>\n<\/ol>\n<p>The manager reviews the draft development plan and may suggest revisions. The employee then prepares a revised development plan.<\/p>\n<ol start=\"5\">\n<li>SIGNING AND FILING THE DEVELOPMENT PLAN<\/li>\n<\/ol>\n<p>The employee and manager both sign the development plan. Each retains a copy, and a third copy may be filed with the organization\u2019s human resources department.<\/p>\n<ol start=\"6\">\n<li>IMPLEMENTING THE PLAN<\/li>\n<\/ol>\n<p>The employee implements the plan, by:<\/p>\n<ul>\n<li>Setting aside 3-6 hours per week for development activities<\/li>\n<li>Carrying out the planned activities<\/li>\n<li>Keeping a weekly log of activities and results<\/li>\n<li>Seeking assistance and resources from the manager and others, as needed<\/li>\n<\/ul>\n<ol start=\"7\">\n<li>PERIODIC PROGRESS REVIEW MEETING<\/li>\n<\/ol>\n<p>The employee and manager meet every 3-4 months to review progress and discuss any revisions needed in the development plan.<\/p>\n<ol start=\"8\">\n<li>PREPARATION OF NEW DEVELOPMENT PLANS<\/li>\n<\/ol>\n<p>Once a year, the employee and manager start the process again, beginning at Step 1. The employee should target new competencies for development, if:<\/p>\n<ul>\n<li>Previously targeted competencies have been developed<\/li>\n<li>New job responsibilities or goals require development of additional competencies<\/li>\n<li>The employee is preparing for a job requiring new competencies<\/li>\n<\/ul>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-21096 alignleft\" title=\"Improve The Selection And Development Of Marketing Representatives\" src=\"https:\/\/demo.wwwebdesignstudios.com\/client05\/wp-content\/uploads\/2026\/04\/CDG_300x300-1.jpg\" alt=\"Improve The Selection And Development Of Marketing Representatives\" width=\"203\" height=\"203\" \/>The contents of this post are from Workitect\u2019s <a href=\"https:\/\/workitect.com\/products-and-licenses\/comprehensive-competency-development-guide\/\">Competency Development Guide<\/a>. The Guide is the 6<sup>th <\/sup>edition of a 280-page handbook containing tips and resources for the development of 35 competencies. The Guide is available for individual purchase in print or PDF versions, $60 per copy. It is also available on Amazon in a Kindle version.<\/p>\n<p>AN INTELLECTUAL PROPERTY LICENSE ENABLES AN ORGANIZATION TO CUSTOMIZE THE GUIDE AND PROVIDE EACH EMPOLYEE WITH A COPY.<em>\u00a0<\/em>THE WORKITECT <a href=\"https:\/\/workitect.com\/products-and-licenses\/workitect-competency-dictionary-license\/\">COMPETENCY DICTIONARY<\/a> IS INCLUDED. <a href=\"https:\/\/workitect.com\/products-and-licenses\/competency-interview-process-guides\/\">COMPETENCY INTERVIEW GUIDES<\/a> CAN ALSO BE INCLUDED. MORE INFORMATION ABOUT THE \u201cBUNDLE\u201d.<\/p>\n<p>&nbsp;<\/p>\n<p><a href=\"https:\/\/workitect.com\/competency-management-system\/\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-26318 size-full\" src=\"https:\/\/demo.wwwebdesignstudios.com\/client05\/wp-content\/uploads\/2026\/04\/FourBlockGraphic-Bkg.jpg\" alt=\"Competency Bundle\" width=\"850\" height=\"249\" \/><\/a><\/p>\n<p>&nbsp;<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-21706\" title=\"Build Or Buy A Generic Competency Dictionary?\" src=\"https:\/\/demo.wwwebdesignstudios.com\/client05\/wp-content\/uploads\/2026\/04\/Workitect_33018-copy.png\" alt=\"Build Or Buy A Generic Competency Dictionary?\" width=\"200\" height=\"66\" \/><\/p>\n<p style=\"text-align: center\">To learn more about our products and services, and how competencies and competency models can help your organization, call 800-870-9490, email <a href=\"mailto:info@workitect.com\">info@workitect.com<\/a><br \/>\nor use the <a href=\"https:\/\/workitect.com\/competency-based-talent-management-information\/\">contact form at Workitect.<\/a><\/p>\n<p style=\"text-align: center\"><span style=\"color: var(--body_typography-color);font-family: var(--body_typography-font-family);font-size: var(--body_typography-font-size);font-style: var(--body_typography-font-style,normal);letter-spacing: var(--body_typography-letter-spacing)\">\u00a9\ufe0f2024, Workitect, Inc.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>&nbsp; COMPETENCY DEVELOPMENT IS NOT A ONE-PERSON JOB THE DEVELOPMENT PLANNING PROCESS A general 8-step competency development planning process, applicable in any organization, is outlined below, followed by a description of what should happen in each step. Organizations or work units can modify this competency development process to accommodate specific requirements regarding formal meetings and&#8230;<\/p>\n","protected":false},"author":3,"featured_media":24782,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":"","_wp_rev_ctl_limit":""},"categories":[29,64],"tags":[37,65,30,31,45,39,49,32,33,197,198],"class_list":["post-24780","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-career-planning","category-competency-development","tag-assessment","tag-career","tag-career-development","tag-career-planning","tag-competence","tag-competencies","tag-competency","tag-development","tag-leadership-competencies","tag-leadership-development","tag-management-development"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - 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