10.21 Planning and Review Sessions

This guide helps plan and run effective review and planning sessions, aka. employee development conversations. It offers suggested focus areas and example questions to support:

  1. Review of past progress and current responsibilities,
  2. Making ambitious plans, ensuring the necessary resources, support, and training are in place.

The sessions are designed as conversations, aiming for reflection and mutual understanding while also documenting specific outcomes and agreements. Use the prompts selectively—there is no requirement to cover every question.

1. Review

Objectives (Agenda)

  • What agreements were made in the last session?
  • To what extent were these agreements followed through?
  • Have any priorities or focus areas shifted?
  • Have new topics emerged, or have others become obsolete?

Agenda repository

  • Move objectives from readme.md to an archive.md file and rate (🟢 🟡 đź”´).
  • Note achievements or items that could be added to the CV.

Responsibilities

  • What are the current responsibilities, and how well are they being fulfilled?
  • How do we jointly assess the quality and quantity of recent work?
  • What results or outcomes are expected going forward?
  • Where do strengths and areas for development lie?
  • Is the work well organized, with sufficient independence and initiative?
  • Would additional professional support be helpful?
  • (Optional) How is leadership currently exercised, if applicable?

Work Environment

  • Is the technical and physical work setup adequate?
  • Is the employment arrangement (e.g., duration, workload) transparent and clear?
  • What changes to the environment (e.g., remote work, substitution rules) might help?
  • How does team collaboration function, and where can it improve?
  • How are tensions or conflicts addressed?
  • In what ways does the employee shape or influence the work climate?

Collaboration

  • How do we perceive our collaboration?
  • Are support and encouragement sufficient?
  • How do we handle feedback, both praise and criticism?
  • How much autonomy is present in daily work?
  • Is there enough decision-making space?
  • Are goals and expectations communicated clearly and in time?
  • What would we like to improve in how we work together?

2. Planning

Outlook and Development

  • Is there interest in changing or expanding responsibilities?
  • What realistic development goals can we identify together?
  • What types of support or resources would be helpful?
  • What training or learning opportunities make sense?
  • Are any organizational changes expected that may affect the role?

Optional: Scientific Work Context

  • Is there sufficient time available for individual research?
  • What conferences, workshops, or events are upcoming or relevant?
  • Is the current teaching load manageable and appropriate?
  • What career development paths are being considered—within or outside academia?
  • Should anything change in teaching responsibilities or student supervision?

Objectives (Agenda)

  • What specific goals and actions do we want to commit to?
  • How will we measure success or progress?
  • Who will take responsibility for which next steps?
  • What are the target timelines for the planned actions?
  • Are there any systems, applications, or stakeholders that need to be involved?

Update

  • Agenda repository: Update the readme.md objectives and GANTT chart in the agenda repository.
  • Website: Update the profile.

Resources