Development of Personalised Action Plan
Building on the identification and assessment of needs, it is
good practice to develop and agree a personalised action plan with
the client. The action plan should consist of a number of actions
that will collectively enable the individual to achieve their
For the action plan to be effective, it needs to be:
- Developed jointly between the individual and the employability
worker. This should involve discussion over what the final
aspiration is and what is required to achieve that.
- Owned by the individual - i.e. they are committed to it and
recognise its worth. Ensuring that the individual has a significant
input into developing the action plan will help generate
- Reviewed on a regular basis in order to reflect and celebrate
the progress that has been made and focus on what actions still
need to be worked on. The review process should also offer the
opportunity to refresh the actions on account of changing personal
circumstances and/or aspirations.
In developing the action plan, the key questions that need to be
- What are the barriers to employment that need to be
- What needs to be done - i.e. what actions are required?
- What will success look like?
In answering these questions, the action plan should be
developed in a logical manner and consist of the following types of
- Goals, objectives or aspirations.
- Steps or actions towards those goals - and where possible these
should be SMART (Specific, Measurable, Achievable, Realistic and
- Responsibility for each action.
- Timescale for each action.
- Progress made against each action.