THE PERSONAL DEVELOPMENT plan (PDP) is a short, clearly focused document outlining individual learning needs in terms of skills, knowledge and experience. It is usually an action plan for a specific time period (usually a year) documenting key goals and stating how they will be achieved within existing resources and with clear timescales. The PDP should help staff to fulfil the requirements of their jobs but may also include longer-term goals for career progression.

Whilst each PDP will be unique to the individual, it should also incorporate the aims of your library service and organization, especially when embedded within the appraisal. As well as a PDP prepared for an appraisal, individuals may also be expected to create a plan to underpin the Chartership process (CILIP, 2014a). The PDP should be balanced between individual aims and organizational goals to ensure commitment and engagement from all concerned. There are many formats for PDPs and it is likely that your organization will provide a standard template which you will be expected to use as part of the appraisal process. Generally, a usable PDP will outline key learning and development needs, SMART objectives against each area, clear timescales and how completion will be evidenced.

Identification of learning and development needs is the basis of a workable PDP and should be clearly defined at the start of the year. The PKSB (CILIP, 2014b) is a useful self-assessment tool (available to CILIP Members only) which covers a range of technical, professional and generic skills required by library, information and knowledge management staff. Alternatively, a standard set of questions may be used to identify individual requirements, such as these outlined by the CIPD (2014):