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PapaHR · Mike Pritula Academy

Individual development plan (IDP) template

A plan for 6–12 months with 2–3 goals: career goals, development using the 70-20-10 model, barriers and budget, check-in meetings. The manager and the employee fill it in together.

Fill in an IDP in PapaHR Pricing →

An IDP is an HR document: one document is in Free, unlimited — in Pro ($1.50 per employee a month).

  1. Look through the sections and the example below.
  2. In PapaHR, create an IDP from the template and fill it in at a meeting with the employee.
  3. Schedule check-in meetings — PapaHR keeps the meeting log and approvals.

Template: IDP with an example

Fill it in right here · Your answers are kept only in this browser. To keep them for the whole team, save them in PapaHR.

Employee card
  1. EmployeeMichael Jordan
  2. PositionSales Executive
  3. DepartmentPharmacy No. 12
  4. ManagerDon Carleone, Head of Sales
  5. Plan from
  6. Plan until
  7. Performance review score4.0 of 5
  8. Strengths / talentsInput, Strategic, Maximizer
  9. Program
Career goals

Where do you see yourself in 1–3 years? What roles are you interested in? What do you need to develop for this?

  1. Now → next roleSales Auditor
  2. In 1–3 yearsHead of Sales
  3. In 3–5 yearsSales Director
  4. Link to the team's goals20% growth of repeat sales of the team
Development goals: 70-20-10

Goal formula: skill + specific action + measurable result + deadline. 2–3 goals are optimal. 70% — practice on the job, 20% — learning from others (mentor, coach, feedback), 10% — formal training. One action in each column is enough.

  1. Increase sales: 10 negotiations, 3 contractsIdentifying needs · Negotiate with 10 new clients · Join the manager's negotiations · Needs-identification training · 10 negotiations in CRM · $300
  2. Persuasion · Convince 3 of 10 clients to sign · Mentoring by the head of department · A negotiation book · 3 contracts signed · $50
  3. Become Head of SalesDelegation · Lead 2 projects with a junior colleague · Shadow the Head of Sales · Management course · 2 projects delivered
Barriers, budget and status

What can get in the way for each skill and how to get around it. Agree the training budget right away.

  1. Identifying needsLack of time · 2 hours a week blocked in the calendar
  2. PersuasionSelf-doubt · Debrief each meeting with the mentor
Check-ins

Schedule the first check-in at the end of the IDP meeting. At each one — 4 questions: how did it go, what did you learn, what got in the way, what's next and when.

  1. First check-in
  2. How oftenEvery two weeks, 20 minutes
  3. Evidence of progressCRM records, mentor's feedback, a certificate
Check-in log
  1. Date
  2. What was planned
  3. How it went
  4. What was learned
  5. What got in the way
  6. Next step
Approvals

An IDP without approvals is a dead document. All 4 checkmarks — a live plan.

  1. The employee has read and agrees
  2. The manager confirmed and will support
  3. Included in the L&D budget
  4. Handed to HR / L&D
Keep it in PapaHR →

What is 70-20-10

70% of development is practice on the job, 20% is learning from others (a mentor, a coach, feedback), 10% is formal learning: courses and books. That is why an IDP has more tasks than courses.

How to link an IDP to a 360 review

In PapaHR the 360 review report suggests an IDP for the employee's two weakest competencies — the development plan starts from facts, not guesses.

Questions

What goes into an IDP?

Career goals for 1–3 years, 2–3 development goals using the formula “skill + action + measurable result + deadline”, barriers and budget, dates of check-in meetings and approvals.

How long should an IDP cover?

6–12 months, with check-in meetings along the way.

How much does it cost in PapaHR?

One HR document is free, unlimited — in Pro: $1.50 per employee a month when paid for a year.

An IDP nobody forgets a month later

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