Career Development Discussion Guide
Overview of this form
The Career Development Discussion Guide is a structured form that facilitates a collaborative discussion between employees and their supervisors regarding job performance and future development goals. It helps both parties identify objectives, review accomplishments, and outline commitments for the upcoming period. This form differs from standard performance reviews by focusing on a two-way conversation around professional growth and contributions to specific goals.
Main sections of this form
- Employee Details: Name, department, and date for tracking discussions.
- Job Accomplishments and Results: Assessment of employee performance related to set goals.
- Feedback and Future Goals: Space for discussing future objectives and commitments.
- Career Development Action Items: Outlining support needed from supervisors and identifying resources.
- Signatures: Acknowledgment of the discussion by both the employee and supervisor.
When this form is needed
This form should be used during performance evaluations, annual reviews, or any ongoing professional development discussions. It is particularly useful when an employee is being reassessed for promotions, salary increases, or new responsibilities. Additionally, supervisors can use it to establish performance expectations and align individual contributions with departmental goals.
Who this form is for
- Employees seeking to clarify their job performance and objectives.
- Supervisors responsible for facilitating employee evaluations and career development.
- Human resources professionals managing employee performance and growth initiatives.
How to prepare this document
- Enter employee details, including the name, department, and date.
- Review the Job Accomplishments and Results to assess current performance.
- Discuss and record future goals and commitments in the provided sections.
- Identify the resources and support needed from supervisors and the organization.
- Obtain signatures from both the employee and supervisor to confirm the discussion.
Is notarization required?
Notarization is not commonly needed for this form. However, certain documents or local rules may make it necessary. Our notarization service, powered by Notarize, allows you to finalize it securely online anytime, day or night.
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Make edits, fill in missing information, and update formatting in US Legal Forms—just like you would in MS Word.
Download a copy, print it, send it by email, or mail it via USPS—whatever works best for your next step.
Sign and collect signatures with our SignNow integration. Send to multiple recipients, set reminders, and more. Go Premium to unlock E-Sign.
If this form requires notarization, complete it online through a secure video call—no need to meet a notary in person or wait for an appointment.
We protect your documents and personal data by following strict security and privacy standards.
Common mistakes to avoid
- Failing to prepare prior to the discussion, leading to vague or unstructured dialogue.
- Not documenting specific accomplishments or measurable outcomes.
- Neglecting to follow up on the commitments made during the discussion.
Benefits of completing this form online
- Convenient access: Employees and supervisors can fill it out from anywhere at any time.
- Editable fields: Easily adjust goals and comments as discussions evolve.
- Secure storage: Protects sensitive information while maintaining confidentiality.
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FAQ
Ask your boss to share what they think your greatest skills are and in what areas you could develop. Discuss their long-term goals for the company, the team, and you. Question what future they see for you at the company and if there's room for growth.
Take Ownership. No one is more invested in your future than you. Clarify Your Accomplishments. Document where you performed well and how that can position you to be successful in your next role. Describe Your Vision. Where do you see yourself in one, three, or five years? Conduct the Meeting. Next Steps.
Take Ownership. No one is more invested in your future than you. Clarify Your Accomplishments. Document where you performed well and how that can position you to be successful in your next role. Describe Your Vision. Where do you see yourself in one, three, or five years? Conduct the Meeting. Next Steps.
Memory is Fallible: Take Notes. Even if your manager favors frequent, informal one-on-one meetings, you'll only have the opportunity to discuss career development a few times a year. Set the Agenda. Anticipate Questions. Understand the Three C's. Define Your Own Success.
Don't box the conversation into just promotions. Development doesn't necessarily mean a role change. Don't be abstract or use broad questions. Set developmental goals. Know your role. Discuss how short-term goals affect employees in the long term.
Prepare for the conversation. The first step is to do research. Understand your unique value. Set the tone for the conversation. Ask the tough questionseven if you feel awkward. Remember that this conversation is just the start.
Share your goals. Tell your manager what you're working on and inspiring to work on to give them a deeper sense of your productivity and where you want to go. Describe your achievements so far. Ask for input and advice. Identify and commit to next steps. What do you think?
Writing a career development plan. Identify and define a primary career interest. Identify long-term professional goals. Identify the short-term goals. Identify positive tasks in the current role. Identify the negative tasks in the current role. Identify additional skills and experience. Identify progress checkpoints.
Use development conversations to identify professional development opportunities, investigate barriers to an employee's ability to meet job performance goals and expectations, and identify performance improvement opportunities.
