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Description

Career Development Reviews: Framing, Differentiating and Planning

One hour to tell the career development review apart from the annual performance appraisal

  • 0.14 days — 1 h
  • In-person or virtual
  • Foundation
  • Up to 6 participants

In many organisations the career development review is folded into the annual performance appraisal. The two conversations blur together. The employee talks about workload and targets, and the question of career progression is dealt with in a few minutes. The company believes it has ticked the box, when in fact the intended conversation never really took place.

This one-hour module sets the frame. It clarifies the purpose of the career development review, the situations that trigger it and how it fits alongside the other HR conversations an employee has during the year. It also sets out what the organisation should be able to evidence and the consequences of reviews that are never held.

Learning objectives

  • Distinguish the career development review from the annual performance appraisal
  • Identify the situations that trigger a review
  • Position this review among the employee's other HR conversations
  • Recognise the elements the organisation should be able to evidence

What makes this programme different

A clear answer to the most common confusion with the performance appraisal
A one-hour format designed to frame a review campaign before it is launched
A practical read on the risks incurred when reviews are not held

Programme

1Purpose and stakes

What this review is for

  • A purpose centred on career progression and skills development
  • Key differences with the annual performance appraisal
  • The respective expectations of the employee
  • the manager and the organisation
  • Where the review sits within workforce and skills planning

2The applicable framework

Who | when and how

  • Employees concerned and holding the review at regular intervals
  • Situations involving a return after a long absence
  • The multi-year summary review of the employee's career path
  • Written record and a copy provided to the employee

3Organising the campaign

Before you launch

  • Identifying the employees to invite and building the schedule
  • Briefing managers on the purpose of the review
  • Traceability of invitations and written records
  • Consequences for the organisation when reviews are not held

Who is it for

HR managers · learning and development coordinators · line managers and employee representatives.

Prerequisites

No prerequisites

Dates & locations

36 scheduled dates between November 2026 and December 2027. Seats are confirmed in the order enquiries are received.

November 2026

December 2026

January 2027

February 2027

March 2027

April 2027

May 2027

June 2027

September 2027

October 2027

November 2027

December 2027

None of these dates suit you? We open additional sessions on request, and any programme can be run privately for your team.

Practical details

Before the programme
Online positioning questionnaire. Your development objectives are shared with the trainer, who tailors the practical case studies to your context.
Teaching methods
Theoretical input, workshops and practical case studies. Digital course materials and method sheets provided.
Assessment
Multiple-choice tests and role-play exercises. Assessment of learning at the start and end of the programme, with immediate and 60-day follow-up evaluations.
After the programme
One year of access to the e-learning platform. Self-assessment of the skills acquired and a 30-day follow-up session with your trainer.
How to register
Registration online or on the basis of a quotation.
Lead time
11 working days after confirmation of registration.
Accessibility
Accessible to people of determination. Contact our accessibility coordinator to design a suitable solution: contact@mpf-academy.ae
Start dates
Rolling intake: in addition to the scheduled sessions, this programme can start on request.