Personal development planning: guidance for institutional policy and practice in higher education

Personal development planning:
guidance for institutional policy and practice
in higher education

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© The Quality Assurance Agency for Higher Education 2009
ISBN 978 1 84482 914 9
All QAA publications are available on our website www.qaa.ac.uk
Registered charity numbers 1062746 and SC037786

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Contents
Executive summary
2
What is personal development planning (PDP)?
2
Developing a policy infrastructure to support HE practitioners
2
PDP and quality assurance
2
Introduction
3
Background
3
Why have the guidelines been updated?
4
Guidance
5
What is PDP?
5
The benefits of PDP
6
Realising the benefits of PDP
8
Key actions for the effective implementation of personal development planning
10
Supporting institutional policy and practice
12
Appendices
13
Appendix 1: Important sources of information and practical advice to support PDP
14
Appendix 2: Members of the PDP Guidelines Advisory Group
15

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Executive summary
1
This document is designed to help higher education (HE) providers develop and
enhance personal development planning (PDP) policies and processes for students. The PDP
concept and this guidance have been developed through extensive discussion and
consultation with HE practitioners and interest groups. This document draws upon existing
practice and the experience collected in HE since publication of the first edition of the
Guidelines for HE Progress Files (2001).
What is personal development planning (PDP)?
2
PDP is a structured and supported process undertaken by a learner to reflect upon their
own learning, performance and/or achievement and to plan for their personal, educational
and career development. It is an inclusive process, open to all learners, in all HE provision
settings, and at all levels.
3
Effective PDP improves the capacity of individuals to review, plan and take responsibility
for their own learning and to understand what and how they learn. PDP helps learners
articulate their learning and the achievements and outcomes of HE more explicitly, and
supports the concept that learning is a lifelong and life-wide activity.
Developing a policy infrastructure to support HE practitioners
4
PDP features in the full range of provision leading to an HE award. Institutional policies
for PDP apply to all types of delivery and learning contexts. Institutional policy infrastructures
support practice within the following parameters:
HE institutions (HEIs) provide opportunities for PDP both within and outside the
curriculum and guidance to support the process
the nature, scope and extent of opportunities, guidance and support for PDP are
determined by each institution (influenced by professional, statutory and regulatory
bodies, where appropriate)
the ultimate responsibility for deriving benefit from PDP rests with each learner.
5
Universities UK (UUK), Universities Scotland, GuildHE, the Centre for Recording
Achievement (CRA), the Higher Education Academy (HEA), the Quality Assurance Agency for
Higher Education (QAA) and the National Union of Students (NUS) are working with others to
help HE providers and academics develop PDP policies and practices.
PDP and quality assurance
6
This document will be of interest to practitioners and those concerned with quality
assurance and enhancement, and teaching and learning policy. It needs to be considered
within the context of an HE provider's own mission and priorities, and existing policies and
strategies for quality assurance and quality enhancement.
7
This document is complementary to, but not a constituent part of, the Academic
Infrastructure. The Academic Infrastructure is designed to give all institutions a shared starting
point for setting, describing and assuring the quality of their courses and the standards of their
degrees and other HE awards, and is maintained by QAA on behalf of the sector. QAA will,
through its development and enhancement activities, support the introduction and development
of institutional policies for PDP, and through its external audit and review activities encourage and
promote the development of PDP processes by reporting on, but not judging, the practice seen.
2

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Introduction
Background
8
The introduction of PDP was the first attempt in UK HE to implement, by sector-wide
agreement, a particular framework for enhancing and capturing student learning. As such,
it represented a world first and has influenced developments in HE policy and practice
elsewhere in the world.
9
The idea of PDP first emerged from the National Committee of Inquiry in Higher
Education (Dearing and Garrick Reports), as part of its recommendation on Progress Files.
The authors recommended:
...that institutions of higher education, over the medium term, develop a Progress File.
The file should consist of two elements: a transcript recording student achievement which
should follow a common format devised by institutions collectively through their
representative bodies; a means by which students can monitor, build and reflect upon
their personal development (National Committee of Inquiry in Higher Education, 1997).
10
In May 2000, following consultation with the sector, UUK (then CVCP), GuildHE (then
SCoP), Universities Scotland (then CoSHEP) and QAA published a Policy statement on a progress
file for Higher Education1. Subsequently, UUK, SCoP, Universities Scotland, the Learning and
Teaching Subject Network (LTSN) and QAA published Guidelines for HE Progress Files2, designed
to help HE providers develop and introduce Progress Files.
11
Progress Files were intended to contain:
a transcript, a record of an individual's learning and achievement, provided by
the institution
an individual's personal records of learning and achievements, progress reviews and
plans that are used to clarify personal goals and can provide a resource from which
material is selected to produce personal statements and CVs for employers, admissions
tutors and others.
These would be supplemented by structured and supported processes to develop the capacity
of learners to reflect upon their own learning and achievement, and to plan for their own
personal, educational and career development. The term personal development planning was
used to denote this process.
12
Since publication of the original policy statement and associated guidelines, the
Measuring and Recording Student Achievement group (the Burgess Group) has developed
proposals for a Higher Education Achievement Report (HEAR) for all students3. The proposals
incorporate the original data set for the HE transcript from Guidelines for HE Progress Files,
and the requirements of the Diploma Supplement4, and propose the recognition of a broader,
verifiable, range of learner achievement by HE providers.
1
Policy statement on a progress file for Higher Education can be accessed at:
www.qaa.ac.uk/academicinfrastructure/progressFiles/archive/policystatement/default.asp
2
Guidelines for HE Progress Files can be accessed at:
www.qaa.ac.uk/academicinfrastructure/progressFiles/guidelines/progfile2001.asp
3
A copy of the Burgess Group report Beyond the honours degree classification can be accessed at:
www.universitiesuk.ac.uk/Publications/Pages/Publication-272.aspx
4
Details of the Diploma Supplement can be accessed at:
www.europeunit.ac.uk/eu_policy___education/diploma_supplement.cfm
3

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13
The focus of this document is therefore on the structured and supported processes of
PDP as originally articulated in the Guidelines for HE Progress Files.
Why have the guidelines been updated?
14
This document supports the further enhancement of institutional practice in PDP.
It has been developed using information on the effective implementation of the original
Guidelines for HE Progress Files drawn from extensive feedback from HE practitioners and
surveys conducted in the sector. It builds upon the original document while recognising
developments in the UK HE sector since 2001 and the changing context within which PDP
practice operates today. The following factors, in particular, guided its development5:
nearly 10 years' experience of implementing PDP in a range of subjects at all levels and
across a broad spectrum of HE providers
increased flexibility in when and where learning is taking place, including increased
work-based learning
the Roberts' Review, SET for Success (2001), and developments in postgraduate
education, including the Code of practice for the assurance of academic quality and
standards in higher education (Code of practice), published by QAA, which sets out the
expectation that learners will take 'responsibility for their own personal and
professional development'
the increased reference to PDP approaches in subject benchmark statements
developments in the use of e-portfolios to structure and support learning
changing practice in the pre-university curriculum in schools and colleges including a
greater emphasis on personalised learning
the needs of mature learners and those returning to study
the increased use of PDP-style processes in continuing professional development in the
professions, commerce and industry
the developing research evidence which supports the effectiveness of PDP approaches.
15
Taken together, these developments provide a rich base of experience and evidence
and a revised policy context. Furthermore, with the increased awareness of PDP and its
effective use across the sector, the opportunity has been taken to simplify and refocus
the guidance.
16
PDP has an important role to play in making the outcomes or results of learning in HE
more explicit. When learners are clear about what is expected of them and what they, in turn,
might expect of HE, the quality of learning improves. PDP reflects this outcomes approach to
learning because it involves the setting of personal learning goals/outcomes, an awareness of
the process and activities which enable the personal goals/outcomes to be achieved, and an
awareness of the learning that has occurred as a result of this process.
17
PDP supports the idea that learning is a lifelong and life-wide activity. The process of
PDP can strengthen the capacity of learners to reflect upon their own learning and
achievement and to plan for their own personal, educational and career development. This is a
core learning process, required throughout the education system and in many employment
and continuing professional development contexts.
5
Further information is available from the sources listed in Appendix 1.
4

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Guidance
What is PDP?
18
PDP has the following definition6.
A structured and supported process undertaken by an individual to reflect upon their own
learning, performance and/or achievement and to plan for their personal, educational and
career development.
19
PDP is:
a structured process that is integral to learning at all levels
concerned with learning in a holistic sense (in academic, personal and
professional contexts)
an inclusive process, open to all learners
something that an individual does with guidance and support which decrease as
personal capability is developed so that it becomes self-sustaining
a process that involves self-reflection, the creation of personal records, and planning
and monitoring progress towards the achievement of personal objectives
intended to improve the capacity of individuals to communicate their learning to others
(for example, academic staff and employers).
20
The primary objectives of PDP are to enhance the capacity of learners to reflect, plan
and take responsibility for their own learning and to understand what and how they learn.
PDP is based on the skills of reflection and planning which are integral to knowing how to
learn in different contexts and to transfer that learning throughout life.
21
HE employs a variety of strategies to encourage learners to reflect upon and evaluate
their own learning experiences and plan for their own development. A variety of terms are
used to describe a process of reviewing and recording learning and achievement and action
planning which reflects the objectives of PDP. These include personal profiling, personal and
academic records, development plans, progress files, learning portfolios, e-portfolios, learning
logs, and diaries. Many of these terms emphasise that formal and informal records can help
structure and support the process of learning, and are a means of evidencing attainment.
22
The processes underpinning PDP are often linked to work on learning theory7, which
views effective learning as occurring in a four-stage cycle of concrete experience, reflective
observation, abstract conceptualisation and active experimentation. This is the basis for
figure 1. However, the definition of PDP also emphasises the importance of guidance and
support for this process, which may be provided through or alongside the curriculum and
which involves tutors, peers or 'significant others' (for example, workplace or placement
supervisors or careers advisers).
6
Guidelines for HE Progress Files (2001), paragraph 28.
7
For example, Kolb, D (1984) Experiential Learning: experience as the source of learning and development,
New Jersey: Prentice Hall
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However supported, PDP is likely to involve an individual - at the centre of the process - in a
cycle of activity:
reviewing
gathering evidence
progress towards
of learning
the achievement of
experiences and
goals set
achievement
identifying new
reflecting on
learning needs
learning
and creating
experiences and
development plans
achievement
Figure 1: the four-stage cycle of effective learning (based on Kolb, 1984)
The benefits of PDP
23
PDP results in enhanced self-awareness of strengths and weaknesses and directions for
change. The process helps learners understand the value added through learning that is above
and beyond attainment in the subjects they have studied. Crucially, it relates to their
development as a whole person, but also has benefits for others with whom the learner interacts.
24
PDP helps learners:
plan, integrate and take responsibility for their personal, career and academic
development, identifying learning opportunities within their own academic
programmes and extra-curricular activities
recognise, value and evidence their learning and development both inside and outside
the curriculum
be more aware of how they are learning and what different teaching and learning
strategies are trying to achieve
6

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be more effective in monitoring and reviewing their own progress and using their own
records and evidence of learning to demonstrate to others what they know and can do
evaluate and recognise their own strengths and weaknesses and identify ways in which
perceived weaknesses might be improved and strengths enhanced
develop their identity in relation to their academic, professional and personal progression
develop a vocabulary to communicate their development and achievement
be better prepared for seeking, continuing or changing employment or self-employment
and be more able to articulate the skills and knowledge they have gained to others
be better prepared for the demands of continuing progression and career development
in professional and academic careers.
25
PDP helps academic staff:
by helping students to be more independent/autonomous learners
by providing a framework for discussion about individual learner progress
by providing a mechanism, where appropriate, for relating the curriculum to the world
beyond HE
by improving the quality of interaction for tutors and learners, where it is linked to
personal tutoring systems
by making more effective use of off-campus opportunities for learning, such as work
placements or study abroad
by creating a mechanism through which career-related skills and capabilities can be
recorded and, where appropriate, assessed
by improving their understanding of the development of individual learners and their
ability to provide more meaningful employment references on their behalf.
26
PDP helps institutions, departments and support service staff:
facilitate more effective monitoring of learner progress
have more effective academic support and guidance systems for all learners
enhance their capacity to demonstrate the quality of support they are giving to learners
in external review processes
support initiatives to enhance student retention and attainment
by providing an opportunity for cross-institutional communication and discussion.
27
PDP helps employers and professional, statutory and regulatory bodies:
by providing a framework for the development of appropriate professional and
work-based skills and competencies, including the ability of prospective employees to
identify their unique abilities
by enabling prospective employees to articulate and evidence their competencies and
demonstrate verifiable proficiency
by developing the ability of their graduate employees to continually reflect, review,
and plan specific actions in relation to required learning and development.
7

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Realising the benefits of PDP
28
It is recognised that an important factor in the successful introduction of policy on PDP
is the implementation of institution-wide strategies led by senior managers.
29
There are a number of different models of PDP implementation which have been
adopted across the sector to support the needs of particular groups of learners8:
Discrete - where PDP is conceived as additional to, and separate from, the curriculum.
Here, learners tend to be encouraged to engage in PDP, with perhaps some support from
tutors or others, but whether, when and how they do so is left largely to the learners
themselves. Because learner motivation is crucial, this approach is generally seen to be more
appropriate for higher-level study.
Linked - where PDP is viewed as being parallel to, but also having explicit links to, the
curriculum. These may include personal logs and diaries, or compulsory sessions as part of
personal tutoring or skills weeks.
Embedded - where PDP is embedded in specific elements of a programme, which provide
the main support for PDP. They may also serve to link with material covered elsewhere in
the programme.
Integrated - a whole-curriculum approach where all or most parts of a programme involve
activities which are aligned with PDP processes, including those in the workplace. In this
model, every programme tutor has a responsibility for supporting PDP.
Extended - where PDP processes are included in the curriculum but also serve explicitly to
integrate learning activities (such as volunteering or peer mentoring) outside the curriculum.
These may include integrated or voluntary work placements or other extra-curricular activities.
30
There are many ways of supporting the implementation of PDP. However, the
experience of implementing PDP shows that it is likely to be most effective when it is:
a mainstream academic activity, explicitly supported by senior managers
linked to the learning objectives/outcomes of programmes
undertaken regularly
valued by the learner
supported and valued by staff and hence seen as important by learners
supported by institutional structures, resources and expertise
formally recorded and linked to assessment processes
seen to be valued by society and other external stakeholders (such as employers and
professional bodies).
31
Features of policies and practice that are known to be successful in implementing PDP
in HE are identified below.
8
Adapted from Ward, R, et al (revised edition 2009) Personal development planning and employability, Learning and
Employability Series 2, York: The Higher Education Academy
8

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