Personal Development Plans (PDPs)

Introducing our strengths-based Personal Development Program (PDP)

A key goal of any performance appraisal or review program should be to motivate employees towards higher levels of performance, success and job satisfaction. Traditional performance review models typically focus on identifying and rectifying employee deficiencies in performance, knowledge and skills which can, in fact, have the opposite effect. In some cases, the PDP can lead to decreased motivation and engagement and, at worst, an undermining of the supervisor and employee relationship.

Council's new PDP program takes an alternative approach. We take a strengths-based approach to performance appraisals. Our PDPs focus on identifying, appreciating and promoting employee strengths, encouraging both the supervisor and employee to have genuine and open conversations, and promoting development opportunities and goals.

Introduced during November 2023, this new approach to PDPs was developed in consultation with staff pilot group participants to foster shared understanding, commitment and ownership. While the focus is on individual development, the new online PDP form encourages supervisors and employees to set goals and KPIs in relation to their work plans, Council's Values and Core Capabilities, compliance, learning and development and career aspirations.

Your development and growth is our priority, and we are excited to bring the benefits of the PDP to every member of staff. Together, let's discover our potential and create a better future by focusing on personal development and growth.

2023/24 Year - Getting familiar with the new PDP program

During the remainder of the 2023/24 financial year, we encourage supervisors and staff to prepare an abbreviated PDP focusing on the following key aspects:

Online Form Platform Familiarisation: Take the time to get acquainted with our new online platform and training resources on this page. Familiarise yourself with the form to ensure a smooth and efficient experience.
Exploration of Key Features: Explore the platform's key features, paying special attention to the integration of Council's Capability Framework, REACH Values, and compliance-related topics. Understanding these aspects will enhance your overall experience.
Setting 1-2 SMART KPI's / Goals: Identify and establish 1-2 SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals that align with your personal and/or professional growth. KPI's should also include specific work assignments or measures. These are defined and added as GOALS in our PDP terminology.
Check-in Feature: Utilise the "check-in" feature at least once during this period. This allows you to assess your progress and make any updates or comments relating to your goals, ensuring you stay on the right track.

2024-25 Year onwards - Mandatory PDPs for every staff member by 30 September each year

The above simplified approach and condensed program will help you make the most of the remaining 2023/24 PDP year before the 2024/25 PDP year begins on 1July 2024. Between July 2024 and 30 September 2024, every employee must have a PDP discussion and PDP Plan submitted. PDPs are a key leadership responsibility and reports will be provided to the Executive Team identifying any areas where PDPs are not in place. Directors will follow-up with managers who fail to ensure PDPs are completed within their departments.

A bit more information

A PDP (Personal Development Plan) is a plan for an individual's personal development to support performance and capture KPIs/goals for work priorities and development needs to support enhanced motivation and performance for the next 12 months.
Performance concerns arising throughout the PDP year should be addressed in a timely manner and should be managed in a separate process - guidance from the Organisational Development team may be required.
All staff, including managers, must have an annual PDP as outlined in Council’s Enterprise Agreement.
All staff must complete PDPs between 1 July to 30 September each year (Please note for the first year of implementation these timeframes may vary)
PDPs should all be completed using the online form. The form is started by the supervisor and can be completed jointly, or separately by the staff member and supervisor before coming together to finalise.
Throughout the PDP process both the staff member and the supervisor will receive emails regarding the status of the process. Please check both focused inbox and other email folders if you have not received your notifications.
Supervisors must initiate the PDP process. To start the process, please select the button below.

Start your PDP here

How do I access my PDP through the year, or update progress?

To access your PDP, staff members or people leaders can select this link to access - Workflow Inbox.

Both staff and people leaders should regularly update the progress towards development goals by clicking the same link. Remember to input progress comments and updates in the editable fields found in the "Comments or file notes relating to goals, action, or learning" table, located at the bottom of each form.