Personal development plans specify courses of action to be taken to improve performance. Also, achieving the goals stated in the development plan allows employees to stay informed of changes in their field or profession. Such plans highlight an employee’s strengths and the areas in need of development, and they provide an action plan to improve in areas of weaknesses and further develop areas of strength.

A development plan can be designed based on each of the performance dimensions evaluated on the appraisal form. For example, if the performance dimension “communication” is rated as substandard, this area would be included in the development plan. Development plans focus on the short term and on specific roles and positions, but also on the knowledge and skills needed for more long-term career aspirations and career development.

The inclusion of development plans and identification of strengths and weaknesses also helps employees to be more likely to be satisfied with the performance management system. The supervisor and the employee need to agree on what development or new skills will help enrich the employee’s work experience. The direct supervisor has an important role in the creation and completion of the employee’s development plan.