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STEP 2 - CAREER POTENTIAL: What level might this leader reach in 2 years if the current
development trajectory is maintained?
1. Delight Customers
2. Be Accountable
3. Reduce Complexity
4. Improve Financial Results
5. Win New Business - Enter "NA" if not applicable
AVERAGE:
8. Champion Change
9. Coach Others
10. Continuously Learn
PERFORMANCE & POTENTIAL RATING - Sheet 1 of 2
STEP 1 - PERFORMANCE AND POTENTIAL: Using the following 5-point scale, rate the leader in each category.
6. Integrity
7. Team Player
EMPLOYEE LAST NAME EMPLOYEE ID NUMBER
AVERAGE:
TALENT REVIEW PROCESS
Please complete the following fields. Then save the file, using the employee's name and ID number as the filename (e.g. TRP-JohnSmith123456).
EMPLOYEE FIRST NAME EMPLOYEE MIDDLE NAME
E-LEVEL: ORGANIZATION:
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DATE RATED: RATER NAME:
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STEP 3 - COMMENTS:
STRENGTHS: What are this leader's strengths? Does the leader possess any
mission-critical skills? If so, what are they?
OPPORTUNITIES: What development steps should be taken to assure that this
leader's maximum potential is achieved?

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Potential
Performance/Potential 9-Box Grid
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Materials: Sourcing, Logistics
HR
Human Resources: Training, Compensation,
Benefits, Staffing, Security
IT Information Technology
ENG Engineering: Design and Engineering Services
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Individuals can be nominated for only 1 high professional pool,
and only if they were not nominated for a high potential pool.
MFG Manufacturing
MTL
Individuals can be nominated for more than 1 high potential pool,
but not more than 3 different pools. For individuals placed into
multiple pools, indicate a primary or Home pool.
GM
IT
General Management
Information Technology
PM
MFG
MTL
HR
SM
SLS
FIN
ENG
Human Resources: Training, Compensation,
Benefits, Staffing, Security
Strategy and Marketing: Business Strategy,
Business Development, Product Marketing
Sales: Account Management, GAMs
Finance: Legal, M&A, Government Affairs
Support Operations: Facilities, Process Engineering,
Quality
Program Management
Manufacturing
Materials: Sourcing, Logistics
Engineering: Design and Engineering Services
Finance: Legal, M&A, Government Affairs
STEP 6 - HIGH POTENTIAL NOMINATIONS:
SOP
Support Operations: Facilities, Process Engineering,
Quality
SM
Strategy and Marketing: Business Strategy,
Business Development, Product Marketing
SLS Sales: Account Management, GAMs
SOP
STEP 7 - HIGH PROFESSIONAL NOMINATIONS:
PM Program Management
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Unassigned:
High Potential: High Professional:
FIN
Talent Pools consist of your highest potential employees. Not all employees should be nominated into a talent pool, as pools are generally reserved for the top 30% of
all your leadership talent.
DATE RATED: RATER NAME:
STEP 5 - SELECTION: Place the leader in one of the three categories below, then proceed as directed.
E-LEVEL: JOB TITLE:
EMPLOYEE FIRST NAME EMPLOYEE MIDDLE NAME EMPLOYEE LAST NAME EMPLOYEE ID NUMBER
TALENT REVIEW PROCESS
TALENT POOLS - Sheet 2 of 2
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