The job of this console
Write the plan, assign real courses, check in on 1:1s. Do not use it as a pay letter.
Talent · Growth
Growth Plans
Development plans on Employee — learning and career actions, not the LMS catalog and not a PIP unless you model it that way.
Scroll to Flowcharts. Scenario: Create a growth plan and assign learning.
Development
A plan on the person, courses on the LMS
Growth plans record development intent on Employee. Completing training still goes through learning assignments and My learning.
Performance → Growth plans
Route
/performance/growth-plans
Org flag growthPlansEnabled
Employee · Manager · HR
Seat at the table
Employees and managers. HR may see org development. Payroll does not calculate from this.
The working rhythm
Create, link learning, review in 1:1s.
Moments that bring you here
After a review. Promotion track. Skill gap from the matrix. New role.
ⓘ
Intent, then LMS
Courses catalog is learning. This plan is talent. Mask sensitive career notes.
Flowcharts
1 — Plan then assign learning
Write the plan, send courses via learning assignments.
flowchart TD
A[Open Growth plans] --> B[Create plan]
B --> C[Actions]
C --> D[Learning assignments]
D --> E[My learning]
- 1OpenPerformance → Growth plans.
- 2WriteOn Employee.
- 3LearnAssignments console.
- 4Review laterTalent cycle.
Overview
Growth plans are talent development. LMS is courses/assignments. Compensation is pay.
How to use
1. Link learning
Don’t duplicate a course list only in the plan.
2. Delivery skills
May also need project assignments.
3. Mask
If the plan is sensitive.