Once these goals are clear, the supervisor needs to let the employee develop the plan. Typically, positions may have three to eight key accountabilities. For each of these accountabilities, there should be specific performance objectives with measurable outcomes. The number of typical competencies ranges from six to ten. Unlike accountabilities, competencies normally remain stable and do not change over time.
Competencies support accountabilities.
Last, but certainly not least are professional development goals. The plan should include training to fill skill gaps as well as development of employees to ensure their employability and marketability. This can include in-house training or outside courses. Again, the role of the supervisor is not to choose training courses for employees but instead to encourage and support them on perspectives of new skills, competencies, and experiences they may need for future advancement. The next component in the planning process is the discussion or the plan by the employee and supervisor.