Quick answer
A growth plan is a living individual development plan: the career aspiration and target role, strengths and development areas, a list of concrete development actions (skills, trainings, projects, mentoring, certifications, stretch assignments) with due dates, and a check-in timeline where employee and manager record progress.
Who does what?
Managers (and admins) create the plan, define development actions and edit the structure. Employees see their plan under Growth, keep their career aspiration up to date, move actions through Not started → In progress → Completed, and post check-ins. Everyone with access can comment in the check-in timeline, so 1:1 conversations have a written trail.
Tracking progress
Each plan shows a progress bar — completed actions over total — plus per-action due dates with overdue hints. When the last action completes, the plan's creator is notified so the pair can close it out and start the next one.
Where it fits
Growth plans work best fed by your other talent signals: appraisal outcomes and manager feedback suggest the development areas, and the Talent Matrix tells you who needs a plan most.
Frequently asked questions
- Who can create a growth plan?
- Managers create plans for their direct reports; admins can create one for anyone. Employees own their aspiration and update progress on their actions.
- What kinds of development actions can a plan include?
- Skills, trainings, projects, mentoring, certifications and stretch assignments — each with a due date and its own status.