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Turn this quarter's objectives into a plan for every person.

Each plan starts from the person's role or from a goal, with steps, content and dates already in it. Managers commit it when the cycle opens and review it when it closes, and you see every team on one screen.

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4.7 / 5G2

Career & Growth

The objectives were set in January. Nobody's plan changed.

Forty people need a development plan by Friday, the template is blank, and the ones that get written are never opened again.

How it works

1Trigger & Signal

  • Your objectivesIn Juno, or wherever you keep them
  • Positions and levels in Juno
  • Your HRISWho holds which role

2Knowledge Design

Your LLM + Juno MCP

  • Finds who it touches
  • Proposes a plan per person
  • Dates the review
Managers commit

3Delivery & Adoption

  • Employees
  • Managers
  • HR

4Measure

Plans live against this cycle's objectives

From one objective to a plan for each person, in one conversation

Our Q4 objective: every customer-facing engineer can run a migration. Draft a plan for everyone it touches.

Claude

The cycle, on the calendar

  1. Jan 6

    Objective set

    Run a migration

  2. Jan 8

    Plans proposed

    40 people

  3. Jan 15

    Launched

    Managers commit: draft becomes launched

  4. Feb

    Steps done

    • Learn
    • Prepare
    • Execute

  5. Mar 28

    Review, against the level

    SelfManager

  6. Apr 1

    One screen per department

    EngineeringSupportSolutions

Two ways a plan starts, and nobody types one

  • Start from a goal

    Someone adds the goal and the roadmap comes with it: steps, checkpoints, tasks, mentoring.

  • No position needed

    The goal-driven route needs no position and no framework, so every role can start.

  • Or start from the position

    Where positions exist, the plan starts from the role's competencies and expected levels.

  • Juno suggests the goals

    Juno suggests goals from role and position. The manager and the person choose.

Personal Development Plans

One objective, forty different plans

  • Same objective, four shapes

    One objective meets four people and returns four plans, each shaped by their role.

  • A goal where no framework exists

    Someone whose role has no framework yet still gets a plan, started from a goal.

  • Every plan in one table

    Filter every goal by person, date, commitment status and completion. Export it as CSV.

  • Import, and plans from managers

    Bring goals in by import, and let managers create plans for their reports.

Rather ask than open the table? In ChatGPT, Claude or Copilot: which teams still have plans in draft? Juno MCP

The manager commits at the start and reviews at the close

  • Commit when the cycle opens

    The manager adjusts the proposed plan and launches it. Draft becomes launched, and visible.

  • Review when it closes

    Self-assessment and manager evaluation, read against the level descriptions for the track.

  • The plan, against the objective

    The close reads the plan against the objective and the expected level, not a rating.

The review of the person stays in Run the Performance Cycle.

Try it

  • Redesign our internal academy around this quarter's priorities

    What matters now goes first: the priority, the courses behind it, and each team's channels.

    Your AI asks you

    Your top 2-3 priorities, who each is for, what goes first, your website or brand colors

    New to Juno? See it in a demo
    The prompt

    I want to redesign our internal academy in Juno Journey around this quarter’s priorities, so people see what matters first. Use the Juno Journey connector for anything in Juno. If it isn’t connected, stop and tell me how to add it (https://docs.junojourney.com/mcp/overview). Before you build anything, ask me: 1. Our top 2-3 priorities this quarter 2. Which departments or roles each priority is for 3. What should come first on the page, and what can move down 4. Our website or brand colors, so it looks like us Ask these in one message, then wait for my answers. If you can’t read our website, ask me for the colors instead of guessing. Start by reading our current academy page and the courses, journeys and channels we already have for those priorities. Tell me what’s missing before you propose anything new. Then save a new draft version of the academy page: a priority banner, one row per priority built from existing content, and the gaps clearly marked. Show me a preview. Don’t set it live, assign courses or notify anyone until I explicitly approve.

  • A learning digest for every manager

    One view per manager: who finished, who's overdue, and one suggested nudge.

    Your AI asks you

    Which managers or teams, which numbers matter, the period, anything from outside Juno

    New to Juno? See it in a demo
    The prompt

    I want a learning digest for every manager: who on their team finished what, who’s overdue, and one thing to follow up on. Use the Juno Journey connector for anything in Juno. If it isn’t connected, stop and tell me how to add it (https://docs.junojourney.com/mcp/overview). Before you build anything, ask me: 1. Which managers or departments to include 2. Which numbers matter (completions, overdue, scores, time spent) 3. The period it covers (e.g. the last 7 days) 4. Whether to add anything from outside Juno, and from where Ask these in one message, then wait for my answers. Check anything outside Juno is connected in this chat; if not, I’ll upload an export. If you can’t read completions here (analytics may be off for our account), I’ll upload an export from Juno. Never fill in numbers you can’t read. Build an interactive artifact: one view per manager with their team’s progress, overdue items and a suggested nudge. State definitions, data gaps and counts. Show me a sample for one manager first. Nothing runs on a schedule; tell me how to refresh it. Don’t send it to anyone or notify learners.

  • A completion heatmap by team and topic

    Teams down the side, topics across the top, so the gaps show up before the deadline does.

    Your AI asks you

    Which groups and topics, which courses count, what "done" means, the date range

    New to Juno? See it in a demo
    The prompt

    I want a completion heatmap: groups down the side, topics across the top, and each cell showing how far along that group is. Use the Juno Journey connector for anything in Juno. If it isn’t connected, stop and tell me how to add it (https://docs.junojourney.com/mcp/overview). Before you build anything, ask me: 1. Which groups (departments, roles, locations) 2. Which topics, and which courses count for each 3. What “done” means (completed, passed, above a score) 4. The date range Ask these in one message, then wait for my answers. Pull everything you can from Juno; if you can’t read completions here (analytics may be off for our account), I’ll upload an export from Juno. If a grouping lives outside Juno (e.g. an HR system, if we use one), check it’s connected in this chat; if not, I’ll upload a CSV. Never guess anyone’s group. Confirm definitions with me, then build an interactive artifact: the heatmap with counts per cell, a click-through to the people in each cell, and the three weakest spots with suggested next steps. State definitions, show sample sizes, and grey out cells too small to judge. Don’t assign or notify anyone.

Every prompt

Plans live against this cycle's objectives

34 of 40

DepartmentLaunchedReviews closed
  • Engineering14 of 1612
  • Support11 of 129
  • Solutions9 of 127

Completion, shown as a floor: 58%

“What truly makes a difference is that we have been able to design personal and professional development plans aligned with our business needs.”
Adam M., Learning and Development Lead, Minute MediaAdam M.Learning and Development Lead, Minute Media

Customers and partners have no career path here. The goal-driven motion carries over: committed objectives, action items and certifications.

Questions people ask.

How do you turn a company objective into individual development plans?

Name the objective for the cycle, then find the people it touches. Each person's plan starts from their role's competencies and expected levels, or from a goal where no framework exists. The manager adjusts it and commits it, with action items to learn, prepare and execute, and a date. At the close, the manager reviews it against the objective.

What is the difference between a development plan and a performance review?

A performance review evaluates the person, and it belongs to your performance cycle and the tool that runs it. A development plan is what the person will do about this quarter's objective, and whether the expected level moved. Juno runs the plan. The conversation between a manager and a report is covered in Run the Performance Cycle.

Do we need positions and a competency framework before we start?

No. A plan can start from a goal alone: someone adds the goal, and the roadmap comes with it, with training steps, checkpoints, tasks and mentoring. No position and no framework are required. Where you have positions and competencies set up, Juno suggests goals from the role and shows the distance to the expected level.

Can a manager create a development plan for an employee?

Yes. From a report's profile, the manager creates a goal for them, and the report is notified. The manager also sees each report's goals, their current and target skill levels, and their competencies with self and manager evaluations side by side. Launched plans are visible to the manager; drafts stay with their author until committed.

How do you see every employee's development plan in one place?

In the company goals view: a table of every goal across the organization, filtered by person, date, commitment status and completion, and exported as CSV. Goals can also be brought in by import. Goals analytics break the population down by department and by status, so you see which plans are committed and which are still drafts.

How often should development plans be reviewed?

On your cycle, not on a fixed calendar of ours. Each goal carries an end date, fixed or set from presets of two weeks, four weeks, three months or six months. The manager commits the plan when the cycle opens and reviews it when the cycle closes, and Juno notifies the manager as goals are created, updated and completed.

Can I ask ChatGPT or Claude which plans are still in draft?

Yes. With Juno's connector in ChatGPT, Claude or Copilot, you ask in plain words: which teams still have plans in draft, whose plan has had no activity this quarter, which reviews are left before the close. The answer comes from Juno, within the permissions you already have, and nothing is sent or assigned without your OK.