Career Growth Plans / IDPs
Individual development plans built from dated, tracked items — with manager check-ins and progress you can actually see.
The problem
Development plans are written once — usually right after a review — and then forgotten. There are no milestones, no check-ins, and no way to tell whether anyone is actually growing until the next review makes it awkward.
How we solve it
ASHR.work makes the development plan a living record. Plans are built from items by category — skills, training, certifications and more — each with its own due date and status. Managers check in against the plan, progress is tracked, and notifications keep it from going quiet.
How it works
- 1
Build the plan
Create an individual development plan with items by category — skill, training, certification and more — each with its own due date.
- 2
Work it, item by item
Due dates and statuses per item show what’s moving and what’s stalled, with notifications keeping the plan on people’s radar.
- 3
Check in with the manager
Manager check-ins happen against the plan itself, so growth conversations have structure and a record.
Why it’s effective
Plans that survive the quarter
Due dates, statuses and notifications keep development moving between reviews instead of resetting at each one.
Growth conversations with substance
Manager check-ins anchored to plan items replace the vague "how’s your development going?"
Progress you can point to
Item-level tracking turns "working on it" into a visible trail of items closed, each carrying the date it was completed.
What’s live today
- Individual development plans
- Plan items by category (skill, training, certification and more)
- A due date and status per plan item, with the completion date recorded
- Manager check-ins
- Progress tracking
- Notifications
- Competency targets per plan item, with a current and a target level
- Linkage to performance reviews
Customize on request
Want more from this module? We configure and deliver these for your team.
- LMS integration
Typical use cases
A few of the ways teams use Career Growth Plans / IDPs.
Frequently asked
- What goes into a growth plan?
- A career aspiration and target role, strengths and development areas, and plan items by category (skill, training, certification and more) each with a status and due date — so development is written down and measured, not forgotten.
- Who drives the plan?
- Employees and managers together — with manager check-ins and progress tracking built in.
More in Talent Lifecycle
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