Planning your learning and development
The key points you need to remember about this section are:
This section looks at how you can plan to address your identified learning and development needs. This is important because it enables you to identify and set priorities; your plan is likely to be based on how urgent and important it is to address your learning and development needs so that you continue to deliver a proper standard of service.
The approach described below is a suggestion; there are many ways in which you can plan your learning and development. View example document. You or your employer may already have an approach or system that works.
To help you plan, you may want to think about:
- what you need to do
- why you need to it
- when you need to do it
- how you will do it
- prioritising your learning and development needs.
You will need to record your thinking. One way of doing this is to produce a development plan. This does not need to be a complex document but should capture:
- (a) What you plan to do by way of addressing your learning and development needs over the coming 3 months / 6 months / 12 months (as appropriate), and
- (b) Why you plan to do it (i.e. how important is the activity in meeting your identified learning and development need(s).
You should review your plan regularly. An example of what may be included in your development plan may be:
"Keep up to date with the latest legal, procedural and practice developments by:
- reviewing daily and weekly email updates on an ongoing basis
- attending monthly team meetings to discuss developments
- attending the 'Legal Update' training sessions delivered by [ ] twice a year"