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Individual Development Plan

An individual development plan (IDP) is a written plan an employee agrees with their manager to build specific skills over the next 6–12 months. It lists development goals, learning actions using the 70-20-10 mix of on-the-job, social and formal learning, the support needed, measures of success and review dates.

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[Company Logo][Company Name]

INDIVIDUAL DEVELOPMENT PLAN (IDP)

Company:: [Company Name]
Plan Period:: [DD/MM/YYYY] to [DD/MM/YYYY]
Prepared On:: [Date]

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]
Mentor (if any)	[Mentor Name]

1. Strengths and Development Areas

Key strengths to leverage	[Strengths]
Development areas (from appraisal / feedback)	[Areas]
Career aspiration	[Aspiration]

2. Development Goals and Actions

Development Goal	On-the-Job Action (70%)	Coaching / Mentoring (20%)	Formal Training (10%)	Support / Budget (₹)	Measure of Success	Target Date
[Goal 1]	[Stretch assignment]	[Coaching]	[Course]	[Amount]	[Measure]	[DD/MM/YYYY]
[Goal 2]	[Stretch assignment]	[Coaching]	[Course]	[Amount]	[Measure]	[DD/MM/YYYY]
[Goal 3]	[Stretch assignment]	[Coaching]	[Course]	[Amount]	[Measure]	[DD/MM/YYYY]

3. Progress Reviews

Review Date	Progress Summary	Proficiency Now (1–4)	Next Step
[DD/MM/YYYY]	[Summary]	[Level]	[Next Step]
[DD/MM/YYYY]	[Summary]	[Level]	[Next Step]
[DD/MM/YYYY]	[Summary]	[Level]	[Next Step]

Proficiency levels: 4 Expert – can teach others; 3 Proficient – works independently; 2 Developing – needs some guidance; 1 Beginner – needs close guidance.

4. Commitments

The employee commits to completing the agreed actions and seeking feedback. The manager commits to providing time, opportunities and resources, and to holding the reviews listed above.

Employee
[Employee Name]
Date: [Date]

Reporting Manager
[Reporting Manager]
Date: [Date]

L&D / HR
[HR Name]
Date: [Date]

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What this template includes

Current strengths and development areas
Two to four focused development goals
Learning actions split by on-the-job, coaching and formal training
Support and budget needed
Measures that show the skill has been built
Timeline and review sign-off

When to use it

After the annual appraisal identifies development needs
Preparing a high-potential employee for a bigger role
Closing skill gaps after a role change or new technology
As part of a mentoring or leadership programme

How to customise this template

1Take development areas from the appraisal or 360 feedback
2Keep goals focused on skills the employee will use in the next year
3Estimate training costs in ₹ and get budget approval
4Set quarterly review dates in the calendar

HR tips

Let the employee own the plan; the manager supports
Favour stretch assignments over only classroom training
Measure application on the job, not just course completion
Update the IDP when goals are met or priorities change

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Frequently asked questions

What is an individual development plan?+

It is a written plan that sets out an employee’s development goals, the learning actions to reach them, the support required and how progress will be measured.

What is the 70-20-10 model?+

It is a learning guideline suggesting most development comes from on-the-job experience (70), some from coaching and feedback (20) and a smaller share from formal training (10).

Is an IDP the same as a PIP?+

No. An IDP is about growth and future potential, while a PIP addresses performance below expectations in the current role.

All 50 performance appraisal & reviews →

[Company Logo][Company Name]

CAREER DEVELOPMENT PLAN

Company:: [Company Name]
Plan Start Date:: [Date]
Plan Horizon:: [1 / 2 / 3] years

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]
Target Role	[Target Designation]
Mentor	[Mentor Name]

A. Career Path

Stage	Role	Expected Timeframe
Current	[Designation]	Now
Next step	[Intermediate Role]	[MM/YYYY]
Target	[Target Designation]	[MM/YYYY]

B. Readiness Gap Analysis

Requirement of Target Role	Current Readiness (Ready / Partly / Not Yet)	Gap to Close
[Technical skill]	[Readiness]	[Gap]
[Leadership / people skill]	[Readiness]	[Gap]
[Qualification / certification]	[Readiness]	[Gap]
[Business exposure]	[Readiness]	[Gap]

Plan · Word

Career Development Plan

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[Company Logo][Company Name]

PERFORMANCE IMPROVEMENT PLAN (PIP)

Company:: [Company Name]
PIP Ref. No.:: [Reference Number]
PIP Start Date:: [DD/MM/YYYY]
PIP End Date:: [DD/MM/YYYY]
Duration:: [60 / 90] days

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]
HR Partner	[HR Name]

1. Purpose

The purpose of this plan is to help [Employee Name] meet the performance standards expected in the role of [Designation]. The company is committed to providing the support described below and wants this plan to succeed.

2. Performance Gaps Identified

Area	Expected Standard	Current Performance (with examples / data)
[Area 1]	[Standard]	[Current Performance]
[Area 2]	[Standard]	[Current Performance]
[Area 3]	[Standard]	[Current Performance]

Plan · Word

Performance Improvement Plan

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[Company Logo][Company Name]

ANNUAL PERFORMANCE APPRAISAL FORM

Company:: [Company Name]
Appraisal Year:: April [YYYY] – March [YYYY]
Form Ref.:: [Reference Number]

Part A: Employee Details

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]
Reviewer (Skip-level Manager)	[Reviewer Name]

Part B: Rating Scale

Rating	Label	Meaning
5	Outstanding	Consistently exceeds all expectations; a role model for others
4	Exceeds Expectations	Frequently goes beyond targets and standards
3	Meets Expectations	Fully delivers what the role requires
2	Needs Improvement	Meets some expectations; clear gaps to close
1	Unsatisfactory	Does not meet the basic requirements of the role

Part C: Key Result Areas (70% weightage)

Form · Word

Annual Performance Appraisal Form

Download .docx

[Company Logo][Company Name]

EMPLOYEE PERFORMANCE REVIEW FORM

Company:: [Company Name]
Review Date:: [Date]
Review Period:: [DD/MM/YYYY] to [DD/MM/YYYY]

1. Employee Details

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]
Review Type: Mid-year / Ad-hoc / Transfer / Employee-requested

2. Rating Scale

Rating	Label	Description
4	Exemplary	Performance well above the standard in every area reviewed
3	Proficient	Solid, reliable performance at the expected standard
2	Developing	Progressing, but support is still needed in some areas
1	Below Standard	Performance is not yet acceptable for the role

3. Core Job Factors

Form · Word

Employee Performance Review Form

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[Company Logo][Company Name]

ANNUAL REVIEW FORM

Company:: [Company Name]
Review Year:: [YYYY–YY]
Meeting Date:: [Date]

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]

Part 1: Year in Review (to be completed by the employee)

Three achievements I am most proud of this year	[Answer]
A challenge I faced and how I handled it	[Answer]
New skills or knowledge I gained	[Answer]
Something I would do differently	[Answer]
Support that would help me do my best work	[Answer]

Part 2: Objectives versus Outcomes

Objective Set Last Year	Outcome	Fully / Partly / Not Achieved	Manager Remarks
[Objective 1]	[Outcome]	[Status]	[Remarks]
[Objective 2]	[Outcome]	[Status]	[Remarks]
[Objective 3]	[Outcome]	[Status]	[Remarks]
[Objective 4]	[Outcome]	[Status]	[Remarks]

Form · Word

Annual Review Form

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[Company Logo][Company Name]

HALF-YEARLY (H1) APPRAISAL FORM

Company:: [Company Name]
Review Period:: April [YYYY] – September [YYYY]
Review Date:: [Date]

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]

Rating Scale for H1 Performance

Rating	Label	Meaning
5	Outstanding	Consistently exceeds all expectations; a role model for others
4	Exceeds Expectations	Frequently goes beyond targets and standards
3	Meets Expectations	Fully delivers what the role requires
2	Needs Improvement	Meets some expectations; clear gaps to close
1	Unsatisfactory	Does not meet the basic requirements of the role

Section 1: Progress on Annual Goals

Annual Goal	Annual Target	Achieved in H1	% Completed	H1 Rating	Comments
[Goal 1]	[Target]	[Achieved]	[%]	[1–5]	[Comments]
[Goal 2]	[Target]	[Achieved]	[%]	[1–5]	[Comments]
[Goal 3]	[Target]	[Achieved]	[%]	[1–5]	[Comments]
[Goal 4]	[Target]	[Achieved]	[%]	[1–5]	[Comments]

Form · Word

Half-Yearly Appraisal Form

Download .docx

[Company Logo][Company Name]

QUARTERLY PERFORMANCE REVIEW

Company:: [Company Name]
Financial Year:: [YYYY–YY]
Quarter:: Q1 / Q2 / Q3 / Q4 ([DD/MM/YYYY] to [DD/MM/YYYY])

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]

Quarterly Rating Scale

Rating	Label	Meaning
5	Outstanding	Consistently exceeds all expectations; a role model for others
4	Exceeds Expectations	Frequently goes beyond targets and standards
3	Meets Expectations	Fully delivers what the role requires
2	Needs Improvement	Meets some expectations; clear gaps to close
1	Unsatisfactory	Does not meet the basic requirements of the role

A. Quarterly Targets / OKRs

Objective / Target	Planned	Actual	Achievement %	Rating	Q-on-Q Trend
[Objective 1]	[Planned]	[Actual]	[%]	[1–5]	[Up / Same / Down]
[Objective 2]	[Planned]	[Actual]	[%]	[1–5]	[Up / Same / Down]
[Objective 3]	[Planned]	[Actual]	[%]	[1–5]	[Up / Same / Down]
[Objective 4]	[Planned]	[Actual]	[%]	[1–5]	[Up / Same / Down]

Form · Word

Quarterly Performance Review

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[Company Logo][Company Name]

MONTHLY PERFORMANCE REVIEW

Company:: [Company Name]
Month / Year:: [Month] [YYYY]
Working Days in Month:: [Number]

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]
Shift / Process (if applicable)	[Shift]

Monthly Rating Scale

Rating	Label	Description
4	Exemplary	Performance well above the standard in every area reviewed
3	Proficient	Solid, reliable performance at the expected standard
2	Developing	Progressing, but support is still needed in some areas
1	Below Standard	Performance is not yet acceptable for the role

1. Monthly Targets

Metric	Monthly Target	Actual	Achievement %	Rating (1–4)
[Metric 1, e.g. Sales Value ₹]	[Target]	[Actual]	[%]	[Rating]
[Metric 2, e.g. Calls / Visits]	[Target]	[Actual]	[%]	[Rating]
[Metric 3, e.g. Quality Score %]	[Target]	[Actual]	[%]	[Rating]
[Metric 4, e.g. Customer Complaints]	[Target]	[Actual]	[%]	[Rating]

Form · Word

Monthly Performance Review

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Individual Development Plan

Preview of the plan

1. Strengths and Development Areas

2. Development Goals and Actions

3. Progress Reviews

4. Commitments

What this template includes

When to use it

How to customise this template

HR tips

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Frequently asked questions

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