IDP From Bodhih Training, with AssessAll
A growth plan that stays yours when the job doesn’t.
Jobulary turns a real assessment into three things you will actually do this quarter, keeps you moving with a weekly next step, and re-measures at the end — then tells you the truth about whether anything moved.
Grow two people to the point where they run a branch week without me
Known by: both have run a full week solo by cycle end, and neither called me on the Wednesday
Give Anil the month-end reconciliation including the decision, and do not review it
Delegating the task while keeping the decision is not delegation. It worked if he makes a call you would have made differently and you leave it alone.
What is Jobulary, in one paragraph?
Jobulary is an Individual Development Plan (IDP) platform. It starts from assessment evidence, agrees three outcome-based objectives per 90–365-day cycle, builds a path that is about 70% practice at work, 20% people and 10% study, and re-measures at the end — reporting growth only when it clears measurement error. The plan belongs to the person, even when an employer pays.
Built for both sides
One plan. The person owns it. The organisation can fund it.
For individuals
Know where you are going — and what to do this week.
- Your Big Goal, broken into a horizon and a 90-day cycle
- One clear next step every time you open it
- A permanent record that follows you across employers
For organisations & L&D
Turn assessment reports into plans — and prove what moved.
- Sponsor cohorts; map your framework into the Spine
- Count individuals who moved beyond measurement error
- SSO, roster upload, per-cycle billing
How it works
Evidence in. Practice out. Measured again.
A guided interview — not a chatbot — builds the plan with you in about an hour, in as many sittings as you like. Then the product gets out of the way and gives you one next step.
Start from evidence
A real assessment on a 0–100 scale. Every number says whether it was measured or self-rated — never shown as the same kind of fact.
Three objectives
Outcomes, not activities. Not "complete the negotiation course" but "lead the vendor renewal to signature without escalating."
Mostly practice
Roughly 70% things to try at work, 20% people to learn from, 10% study — cut to the hours you actually have.
Re-measured
At cycle close you are assessed again. Only change that clears the threshold is called growth.
From vision to this week
Your big goal, connected all the way down to Tuesday.
Most plans are either a dream with no next step, or a to-do list that serves nothing. Jobulary draws the line between them — and shows you, plainly, when a piece of work does not connect to anything you said matters.
Every time you open the app, your North Star — in your own words — sits beside the one thing to do next. That is the whole motivation system: meaning and a next step. No streaks, no badges, no confetti.
Years out · why any of this
Big Audacious Goal
“Run a region by 2030, and be the leader people ask to work for.”
6–24 months · capabilities & target bands
Horizon
Delegation → band 4 · Commercial judgement → band 3
90 days · three SMART objectives
This cycle
Two people run a branch week without me by cycle end
One next step, sized
This week
Give Anil the month-end reconciliation — including the decision
Illustrative example. The person is invented; the structure is exactly the product’s.
What makes it different
We will tell you when nothing happened.
Every product in this category reports any movement as progress. Most of it is measurement noise. If your score goes from 62 to 68 over ninety days, that is inside the error of the instrument — and calling it growth is selling you noise.
What you are used to
“Your score improved by 6 points!”
Same number, over ninety days, from an instrument that cannot reliably distinguish anything under eight. Reported as a win because a win renews the contract.
What we say
“Held steady.”
Within measurement error for this interval. The same six points over thirteen months is reportable, and we say that too — with the reason.
This makes our numbers smaller than everyone else’s. It is also the only reason to believe the ones that are reportable.
Ownership & trust
Your employer can pay for it without owning it.
Private by construction
Sponsors see objectives and progress counts. Reflections and check-in notes have no read path for them at all — not a setting, an absence of code.
Survives the job
When you leave, their access ends and the record stays yours: assessments, credentials, completed cycles, across every employer.
No upsell on sponsored plans
A sponsored engagement cannot carry a price or a purchasable recommendation. The database refuses it.
No invented courses
Every recommendation points at a real course in a real catalogue. If nothing fits, the plan carries no course — which is a perfectly good plan.
Works without your manager
No approval gate and no state waiting on someone else. A manager improves a plan; they are never required for it.
Calm, not gamified
No streaks, badges or leaderboards. A missed check-in starts a conversation about making the plan smaller — never a guilt trip.
Questions
Straight answers
New to development plans? Start with our complete guide to what an Individual Development Plan is and how to write one that works.
What is Jobulary?
Jobulary is an Individual Development Plan (IDP) platform. It starts from a real assessment, helps you agree three outcome-based objectives for a 90, 180 or 365-day cycle, builds a path that is mostly practice at work, and re-measures at the end — reporting growth only when it is larger than measurement error.
What is an Individual Development Plan (IDP)?
An IDP is a written plan for a person’s professional growth: where they are now, the capabilities they want to build, the specific actions they will take, and how they will know it worked. A good IDP is evidence-based, outcome-focused, time-bound and revisited regularly.
Who owns my plan if my employer pays for it?
You do. A sponsor sees your objectives and how far through them you are, never your reflections or check-in notes. When you leave, their access ends and your record stays with you — exportable and deletable whenever you ask.
Do I need my manager to use it?
No. There is no approval gate. A manager can make a plan better, but the plan works without one. Some actions in a plan may still need their agreement to carry out at work.
Is it free?
Individuals can start free with a self-rated profile, one objective and the check-in loop. Validated assessment, catalogue recommendations and re-measurement are paid. Organisations pay per participant per cycle.
How is this different from the IDP form in our HR system?
Most HRMS IDPs are a free-text box and a date. Jobulary starts from assessment evidence, refuses objectives that are really course completions, keeps the path practice-led, and re-measures — so you can tell afterwards whether it worked.
Early access
Be among the first cohorts
We are opening to a small number of people and a few sponsoring organisations first. Leave your email and we will tell you when it is your turn — no newsletter, no drip.
Your address, and nothing else. No newsletter, no drip sequence, and never sold or shared. One email when there is a place for you.
Start with the goal that takes years. Leave with a step for this week.
The interview takes about an hour, in as many sittings as you like.