Personal development meeting help!

(16 Posts)
StaceyLWard Wed 07-Apr-21 22:41:16

I have my PDP meeting soon and have been asked to answer the following question:
'Please provide a brief summary of the performance / potential of your direct reports and share your view on your possible successor.'

Can anyone explain the question? I'm struggling to understand how to answer.

OP’s posts: |
Tigresswoods Wed 07-Apr-21 22:44:58

Are you near retirement age?!?

MegBusset Wed 07-Apr-21 22:45:24

Sounds like a fairly straightforward bit of 'succession planning' ie if you left or got promoted, who in your team would potentially step into your role? What training / support would they need to do so? Basically what do you do that your direct reports can't and how can they be developed to your level.

StaceyLWard Wed 07-Apr-21 22:47:43

Tigresswoods

Are you near retirement age?!?

No where near. I'm about 30 years from retirement smile

OP’s posts: |
StaceyLWard Wed 07-Apr-21 22:48:45

MegBusset

Sounds like a fairly straightforward bit of 'succession planning' ie if you left or got promoted, who in your team would potentially step into your role? What training / support would they need to do so? Basically what do you do that your direct reports can't and how can they be developed to your level.

So basically they're asking if I left who would I think should take my role or what should their training be like?

OP’s posts: |
MegBusset Wed 07-Apr-21 22:51:09

So let's say you have two reports, Jane and Joe, it could be something like:

Jane has continued to produce high-quality work and has supported me with the management of project X.

Joe is enthusiastic and has strong IT skills however as he is new to the team he is still learning about the organisation and how we work.

As Jane has more experience I would suggest she could be a possible successor however to get to the level required she would need some training in team management.

KatherineJaneway Wed 07-Apr-21 22:52:10

They want an assessment of each of the people you directly manage and a recommendation of who, if you left, you'd recommend to take over your job out of those people.

MegBusset Wed 07-Apr-21 22:52:45

Yes @StaceyLWard that is how it's been handled in organisations I've worked for. It's not trying to do you out of a job! But build in good resilience and knowledge / skills management for the organisation.

StaceyLWard Wed 07-Apr-21 22:53:56

I don't really have anyone below me as I'm the newest on my team and don't manage anyone at the minute.

OP’s posts: |
HeddaGarbled Wed 07-Apr-21 22:56:43

Ah, OK, so you just put ‘Not Applicable’.

MegBusset Wed 07-Apr-21 22:59:19

Oh fair enough! Yes this would only be relevant for managers

StaceyLWard Wed 07-Apr-21 23:00:44

There's two sections for employee and managers to answer. Should I answer or should I just put not applicable for my role?

OP’s posts: |
Palavah Thu 08-Apr-21 02:56:57

Succession plan doesn't have to be your direct reports. If you were unable to continue working could any colleague move sideways into your role? Would they need training to do so? Answer in same vein as example of Jane and Joe above

Palavah Thu 08-Apr-21 03:02:15

Succession plans aren't just for managers!

Etulosba Thu 08-Apr-21 11:10:02

Are you near retirement age?!?

I had my PDR a few weeks ago and was asked what my plans were for the coming year.

"Retirement" was not the expected response. It was lovely! grin

dobidobidooo Thu 08-Apr-21 11:14:49

We have this too OP. It's not just for management. It's about identifying new talent as such, recognising and recommending ppl who may be good in you role etc.

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