Bradford Crest



Document 4






To help you complete the form you should look at the individual’s job description, personnel specification, any goals and targets set at the last review and the previous personal training and development plan.  You will also benefit from working through the list of questions and guidance note on skills/knowledge relating to the “Discussions with a Colleague” meetings.


1 Review of achievements/objectives since last meeting


Inform the individual of any tasks or objectives that are no longer relevant and of any changes to their goals and targets to ensure that they are kept up to date with current managerial policies.


If you know of anything which has created difficulty or that has got in the way of the individual being able to do their job (possibly outside their own control) you can list these and talk about them to convey your understanding of the situation the individual has faced.


If you feel the individual has done a particularly good job state why and how this has been shown. 


2 Review of Personal Training and Development Plan 


This section allows you to record issues regarding the previously agreed training plan and the support that was offered at the last meeting.  There may be reasons why the plans have changed.  This should be looked at and what happened recorded.


The individual may have had some extra training, development or support which was not planned at the last review.  Other members of the team may benefit if you can assess its worth from the individual’s point of view.  The individual should be asked about on the job training, coaching, mentoring, project work or other learning activities as well as about formal training.


It is important to assess how any training, development or support has helped the individual in their work.  This can be used both for planning their future development (in terms of appropriateness of learning method) and that of other members of the team  (in terms of content and context).


You should examine ways in which you can best offer training, development or other types of guidance/advice so that this can be tailored in the best possible way to the individual’s needs and learning style.



3 Key Objectives for the next 12 months


You should record in this section your view of the individual’s main tasks, goals and/or targets for the next 12 months.  You should discuss the way in which tasks should be done and come to an agreement about what will make up a good job and the criteria for success will be.  You should consider if any extra resources, materials or equipment are needed to carry out these tasks.


Targets should be

·      Specific                

·      Measurable           - easily monitored and reviewed

·      Agreed      - established jointly by individual and line manager

·      Realistic                - offering challenge but still attainable

·      Time Bound          - define the results to be achieved within a given timescale



4 Personal Training and Development Plan for the next 12 months


You should consider if the individual needs any extra training, advice or support to help them carry out the tasks, goals and /or targets above.  You should say what they need and the reason it is needed.  Give details of any other type of support which you feel would help the individual to do a better job.  You can include items which will prepare them for any planned changes.  The individual should be asked about on the job training, coaching, mentoring, project work or other learning activities as well as about formal training.


5 Additional remarks, notes, questions or suggestions


The Council has an Equal Rights Policy and the individual should be given the opportunity of raising any concerns they may have.


The Council is concerned about the levels of stress that staff are experiencing.  If you have any ideas about in which workplace stress could be reduced for the individual, state these at the meeting.


If you have concerns about any aspect of health and safety relating to the individual or their colleagues in the areas in which they work, you should raise this at the review meeting if this is a timely opportunity to do so.  These issues should be raised as soon as possible in other circumstances.


There may be things which you would like to raise at the meeting that have not been covered under any of the other sections.  You can include them in this section so they are not forgotten.