What should a well-constructed development plan for a subordinate include?

• A. Goals, training, milestones, timelines, and resources.
• B. A punitive action plan.
• C. A personal development diary with no objectives.
• D. Only annual reviews.

Answer: (A)

An effective development plan provides a clear, actionable path for a subordinate’s growth, tying what they will achieve to the learning and support available to them. Including goals gives direction and measurable targets, so both you and the subordinate know what success looks like. Training specifies the skills or knowledge to be acquired, turning aspirations into concrete abilities. Milestones offer progress checkpoints, helping you track improvement over time and celebrate wins along the way. Timelines set a realistic pace and create accountability, while resources—time, coaching, tools, or funding—remove obstacles and enable the plan to be carried out successfully.

Without these elements, the plan becomes vague or reactive. A punitive action plan focuses on punishment rather than development. A personal diary with no objectives doesn’t define what to achieve or how progress will be measured. Relying only on annual reviews misses ongoing feedback and opportunities to adjust the path as needs change.