EPMS Development Plans: Structured Career Growth and Skills Development

System Features Special Features Performance Management
Last updated: January 26, 2026 β€’ Version: 1.0
Table of Contents

EPMS Development Plans: Structured Career Growth and Skills Development

Overview

EPMS Development Plans is an enhanced module that provides comprehensive individual development planning, career progression mapping, and structured skills development pathways. This system connects performance insights with targeted growth opportunities to accelerate professional development and career advancement.

Prerequisites: Skills Tracking and Goals Management modules must be enabled (Development Plans builds on these foundations)

Who this is for: Employees planning career growth, Managers supporting team development, and HR professionals managing organizational talent development

Understanding Development Plans

Development Planning Framework

graph TD A[Development Plan] --> B[Skills Assessment] A --> C[Career Goals] A --> D[Learning Activities] A --> E[Development Goals] A --> F[Progress Tracking] B --> B1[Current Competencies] B --> B2[Skills Gaps] B --> B3[Strength Areas] C --> C1[Short-term Objectives] C --> C2[Long-term Aspirations] C --> C3[Career Path Options] D --> D1[Formal Training] D --> D2[On-the-Job Learning] D --> D3[Mentoring/Coaching] D --> D4[Stretch Assignments] E --> E1[Skill Development Goals] E --> E2[Performance Improvement] E --> E3[Leadership Development] F --> F1[Milestone Tracking] F --> F2[Regular Reviews] F --> F3[Outcome Assessment] style A fill:#e1f5fe style B fill:#e8f5e8 style C fill:#fff3e0 style D fill:#f3e5f5 style E fill:#fce4ec style F fill:#e3f2fd

Development Plan Types

Individual Development Plans (IDPs):

  • Comprehensive personal development roadmaps
  • Skills-based growth planning
  • Career progression pathways
  • Performance improvement plans

Career Development Plans:

  • Long-term career progression mapping
  • Role transition preparation
  • Leadership development pathways
  • Succession planning integration

Project-Based Development:

  • Skill building through specific assignments
  • Cross-functional development opportunities
  • Innovation and leadership projects
  • Mentoring and coaching programs

Creating Development Plans

For Employees

Step 1: Self-Assessment and Goal Setting

Accessing Development Planning:

  1. Navigate to EPMS β†’ My Performance β†’ Development Plans
  2. Click β€œCreate New Development Plan”
  3. Choose plan type and timeline
  4. Begin self-assessment process

Self-Assessment Components:

sequenceDiagram participant E as Employee participant S as Skills System participant G as Goals System participant D as Development Plan E->>S: Complete Skills Assessment S->>D: Import Skills Data E->>G: Review Current Goals G->>D: Import Goal Progress E->>D: Set Career Aspirations E->>D: Identify Development Priorities D->>E: Generate Development Recommendations

Development Planning Questions:

  • What are your primary career interests and aspirations?
  • Which skills do you want to develop or strengthen?
  • What roles or responsibilities interest you for the future?
  • What learning opportunities excite you most?
  • What support do you need from your manager and organization?

Step 2: Development Goal Setting

SMART Development Goals:
Development goals follow the same SMART framework as performance goals but focus specifically on growth and learning:

Example Development Goals:

Technical Skill Development:
Goal: Master advanced data analytics tools
Specific: Complete certification in Tableau and Power BI
Measurable: Pass certification exams with 85%+ scores
Achievable: Leverage current SQL knowledge and available training
Relevant: Supports data-driven decision making in current role
Time-bound: Complete both certifications within 6 months

Leadership Development:
Goal: Develop team leadership capabilities
Specific: Lead cross-functional project team of 8 people
Measurable: Successfully deliver project on time and budget
Achievable: Build on current project management experience
Relevant: Prepares for promotion to team lead role
Time-bound: Complete 9-month project with leadership assessment

Step 3: Learning Activity Planning

Development Activity Categories:

graph LR A[Learning Activities] --> B[Formal Training] A --> C[Experiential Learning] A --> D[Social Learning] A --> E[Self-Directed Learning] B --> B1[Courses/Workshops] B --> B2[Certifications] B --> B3[Conferences] C --> C1[Stretch Assignments] C --> C2[Job Rotation] C --> C3[Special Projects] D --> D1[Mentoring] D --> D2[Coaching] D --> D3[Peer Learning] E --> E1[Reading/Research] E --> E2[Online Learning] E --> E3[Skills Practice] style A fill:#e1f5fe style B fill:#e8f5e8 style C fill:#fff3e0 style D fill:#f3e5f5 style E fill:#fce4ec

Activity Selection Guidelines:

  • Formal Training: For structured skill building and certifications
  • Experiential Learning: For practical application and leadership development
  • Social Learning: For relationship building and knowledge transfer
  • Self-Directed Learning: For personal interests and continuous learning

For Managers

Supporting Team Development

Manager Development Planning Process:

  1. Review Employee Assessment: Understand self-identified development interests
  2. Provide Input: Add manager perspective on development priorities
  3. Discuss Opportunities: Identify available development resources and assignments
  4. Approve Plan: Validate development goals and resource allocation
  5. Ongoing Support: Provide coaching, feedback, and opportunity creation

Manager Development Support:

  • Regular development planning discussions
  • Opportunity identification and assignment
  • Coaching and feedback provision
  • Resource allocation and budget approval
  • Progress monitoring and adjustment

Creating Development Opportunities

Opportunity Types:

  • Stretch Assignments: Projects above current skill level
  • Cross-Functional Exposure: Work with different departments
  • Leadership Opportunities: Team or project leadership roles
  • External Engagement: Industry conferences, professional associations
  • Internal Mentoring: Pairing with senior colleagues

For HR Administrators

Organizational Development Planning

System Administration:

  1. Navigate to EPMS β†’ System Administration β†’ Development Plans
  2. Configure development plan templates and frameworks
  3. Set up career path templates by role and level
  4. Integrate with learning management systems
  5. Configure approval workflows and budget controls

Career Path Templates:

Individual Contributor Path:
Junior Analyst β†’ Senior Analyst β†’ Lead Analyst β†’ Principal Analyst

Management Path:
Team Member β†’ Senior Member β†’ Team Lead β†’ Manager β†’ Senior Manager

Technical Specialist Path:
Developer β†’ Senior Developer β†’ Technical Lead β†’ Principal Engineer

Development Plan Execution and Tracking

Progress Monitoring

Regular Progress Updates

Update Process:

  1. Access active development plan
  2. Update progress on individual development goals
  3. Document learning activities completed
  4. Note challenges and support needs
  5. Schedule regular manager check-ins

Progress Tracking Elements:

  • Goal Completion Percentage: Quantitative progress measurement
  • Learning Activity Status: Training completed, in progress, planned
  • Skill Improvement Evidence: Demonstrations of new capabilities
  • Manager Feedback: Observed growth and development
  • Career Progression Updates: Role changes, promotion readiness

Development Milestones

Milestone Categories:

graph TD A[Development Milestones] --> B[Skill Certifications] A --> C[Project Completions] A --> D[Role Transitions] A --> E[Leadership Experiences] B --> B1[Technical Certifications] B --> B2[Professional Credentials] B --> B3[Internal Assessments] C --> C1[Successful Project Delivery] C --> C2[Innovation Implementations] C --> C3[Process Improvements] D --> D1[Promotion] D --> D2[Lateral Movement] D --> D3[Cross-Functional Assignment] E --> E1[Team Leadership] E --> E2[Mentoring Others] E --> E3[Change Management] style A fill:#e1f5fe style B fill:#e8f5e8 style C fill:#fff3e0 style D fill:#f3e5f5 style E fill:#fce4ec

Manager Review and Feedback

Regular Development Discussions

Development Meeting Structure:

  1. Progress Review: Discuss advancement against development goals
  2. Challenge Discussion: Address obstacles and resource needs
  3. Opportunity Planning: Identify upcoming development opportunities
  4. Skill Application: Discuss ways to practice new capabilities
  5. Future Planning: Adjust goals and timeline as needed

Manager Support Actions:

  • Provide specific, actionable feedback on skill development
  • Connect employees with learning resources and opportunities
  • Advocate for promotion and advancement when ready
  • Remove obstacles to development progress
  • Celebrate achievements and milestone completion

Integration Across EPMS Modules

Skills Tracking Integration

Skills-Development Connection:

graph LR A[Skills Assessment] --> B[Gap Identification] B --> C[Development Goals] C --> D[Learning Activities] D --> E[Skill Application] E --> F[Skills Reassessment] F --> A style A fill:#e1f5fe style C fill:#f3e5f5 style E fill:#e8f5e8

Integration Benefits:

  • Skills gaps automatically suggest development priorities
  • Development activities target specific competency improvements
  • Skills progression tracked through development plan completion
  • Competency growth validates development plan effectiveness

Performance Reviews Integration

Performance-Development Alignment:

  • Performance review insights inform development planning
  • Development achievements influence performance ratings
  • Career aspiration discussions guide development focus
  • Skills demonstration through development validates performance growth

Goals Management Integration

Goal-Development Synergy:

  • Development goals integrate with broader goal management
  • Career progression goals align with performance objectives
  • Learning goals support broader performance improvement
  • Development milestones contribute to overall goal achievement

360 Feedback Integration

Multi-Source Development Insights:

  • 360 feedback identifies development priorities
  • Leadership effectiveness feedback drives development focus
  • Peer input validates development progress
  • Development activities address 360 feedback themes

Career Path Planning

Organizational Career Frameworks

Role-Based Career Progressions

Technology Career Paths:

Technical Track:
Software Engineer I β†’ Software Engineer II β†’ Senior Software Engineer 
β†’ Staff Engineer β†’ Principal Engineer β†’ Distinguished Engineer

Management Track:
Software Engineer β†’ Senior Software Engineer β†’ Engineering Manager 
β†’ Senior Engineering Manager β†’ Director of Engineering

Business Career Paths:

Analyst Track:
Business Analyst β†’ Senior Business Analyst β†’ Lead Business Analyst 
β†’ Principal Business Analyst β†’ Director of Analytics

Management Track:
Team Member β†’ Senior Team Member β†’ Team Lead β†’ Manager 
β†’ Senior Manager β†’ Director

Development Planning by Career Stage

Early Career (0-3 years):

  • Focus on foundational skill building
  • Broad exposure to different areas
  • Mentoring and guidance emphasis
  • Technical competency development

Mid-Career (3-8 years):

  • Specialization and expertise development
  • Leadership skill building
  • Cross-functional collaboration
  • Strategic thinking development

Senior Career (8+ years):

  • Executive and strategic leadership
  • Organizational impact and influence
  • Industry thought leadership
  • Succession planning preparation

Succession Planning Integration

High-Potential Development:

  • Advanced development plans for succession candidates
  • Leadership development accelerated programs
  • Cross-functional exposure and experience
  • Executive coaching and mentoring

Readiness Assessment:

  • Development plan progress influences succession readiness
  • Skills advancement validates promotion potential
  • Leadership development demonstrates readiness
  • Performance improvement supports advancement decisions

Best Practices for Development Planning Success

For Employees

Effective Development Planning:

  • Self-Awareness: Honest assessment of strengths and development areas
  • Goal Clarity: Specific, achievable development objectives
  • Active Learning: Proactive engagement in development activities
  • Feedback Seeking: Regular input from managers, peers, and mentors
  • Progress Tracking: Consistent monitoring and adjustment of plans

Development Mindset:

  • View challenges as learning opportunities
  • Seek feedback and act on development suggestions
  • Take ownership of career growth and progression
  • Balance skill development with performance excellence
  • Celebrate progress and milestone achievements

For Managers

Supporting Team Development:

  • Individual Focus: Tailor development to each employee’s interests and needs
  • Opportunity Creation: Provide stretch assignments and growth experiences
  • Resource Provision: Connect employees with learning and development resources
  • Regular Feedback: Ongoing coaching and development-focused discussions
  • Advancement Advocacy: Support promotion and career progression when ready

Development Coaching:

  • Ask open-ended questions to encourage self-reflection
  • Provide specific, actionable feedback on development progress
  • Share your own development experiences and lessons learned
  • Connect employees with mentors and development resources
  • Celebrate development achievements and milestone completion

For Organizations

Development Program Success:

  • Culture Support: Create culture that values learning and development
  • Resource Investment: Provide adequate budget and resources for development
  • Manager Training: Train managers on effective development coaching
  • Career Clarity: Provide clear career paths and progression criteria
  • Recognition: Reward development achievement and skill growth

System Integration:

  • Connect development planning to performance management
  • Integrate with learning management and external training providers
  • Link development to succession planning and promotion processes
  • Use development data for talent pipeline planning
  • Measure development ROI and program effectiveness

Summary

EPMS Development Plans transform career growth from informal, ad-hoc efforts into structured, systematic professional development. By connecting skills assessment, goal setting, and performance management, organizations can:

  • Accelerate Growth through targeted, skills-based development planning
  • Improve Retention by providing clear career progression pathways
  • Build Capabilities aligned with organizational needs and individual aspirations
  • Support Succession by developing internal talent for advancement
  • Increase Engagement through meaningful development opportunities

The integration with Skills Tracking, Performance Reviews, and Goals Management ensures that development planning becomes a continuous, data-driven process that benefits both individuals and organizations.

For additional guidance on related processes, see our articles on Skills Tracking, Performance Reviews, Goals Management, and 360 Feedback.

Article ID: epms_development_plans_guide