Talent Action plan

P
E
R 4 7 9
F
O
R
M
2 5 8
A
N
C
E
1 3 6

POTENTIAL

1
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Cell 9 E
R
F

Highest Performance O
R
M
4 7 9

Highest Potential A
N
2 5 8

C
E
1 3 6
POTENTIAL
Is now performing with the best. Has the ability to take on major stretch assignments in
new areas. Should be positioned to become a top leader in the future.
Talent Management Plan

Total Compensation Keep well ahead (25%) of market. Grant long-term incentives.
Assign a member of top management to monitor satisfaction and
Retention
engagement.
Assign to key committees, teams, networks; special invitations to
Engagement meetings; provide opportunities to represent Company in community and
industry forums.

Arrange exposure to significant and relevant senior management/board

Exposure
members, Executive Development programs.
Provide complete continuous assessment, evaluation and feedback
Assessment
alternatives.
Coach Make coaches available for key skill development.
Mentor Assign a senior level mentor.
Move aggressively through a series of targeted, challenging, diverse and
Assignment
broadening jobs every 24-36 months.
Use challenging jobs to enhance current skills and develop others.
Development Consider as candidate for Company sponsored graduate or executive
development programs.
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E
Cell 8 R
F
Middle Performance O
R
4 7 9

M
Highest Potential A
N
2 5 8

C
E
1 3 6
POTENTIAL

Consistently meets expectations and has the ability to take on new and different
challenges. Could be a senior leader in time.
Talent Management Plan
Total Compensation Keep ahead (10%) of market. Grant long-term incentives.

Retention Assign a member of top management to monitor satisfaction and engagement.

Assign to key committees, teams, networks; special invitations to meetings; provide

Engagement
opportunities to represent Company in community and industry forums.

Exposure Arrange exposure to significant and relevant senior management.

Assessment Provide complete continuous assessment, evaluation and feedback alternatives.

Coach Make coaches available for key skill development.

Mentor Assign a senior level mentor.
Assignment Move through a series of challenging and diverse jobs every 24 – 36 months.

Use challenging jobs to enhance current skills and develop others. Consider as
Development
candidate for Company sponsored graduate or executive development programs.
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E
Cell 7 R
F
Highest Performance O
R
4 7 9

M
Middle Potential A
N
2 5 8

C
E
1 3 6
POTENTIAL
Consistently performs with the best and can do more.
Talent Management Plan
Total Compensation Keep well ahead (20%) of market. Enhance short-term incentives.
Assign a senior manager to monitor satisfaction and treatment. Hold
Retention
supervisor accountable to retain.

Engagement Assign to key committees, teams, networks; special invitations to meetings.

Facilitate and support internal and external networking in field of

Exposure
specialization; senior management should meet and know.

Assessment Provide learning agility and competency assessment.

Mentor Assign as a performance mentor to others.

Keep in current assignment and role as long as possible and look for
Assignment
additional assignments for potential development.

Put into a learning agility enhancement program or consider as candidate

Development
for Company sponsored graduate or executive development programs.
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E
Cell 6 R
F
Lowest Performance O
R
4 7 9

M
Highest Potential A
N
2 5 8

C
E
1 3 6
POTENTIAL
May be new in organization, assignment or in a stretch developmental job or role. May not be
in a good fit job. Should catch up in time. Has the long term potential to be among the best.
Talent Management

Total Compensation Keep at midpoint of market.

Assign a senior manager and HR professional to monitor satisfaction and

Retention
treatment. Hold supervisor accountable for performance support.

Assign to key taskforces, study groups, networks; special invitations to

Engagement
meetings.
Facilitate and support internal networking; senior management should
Exposure
meet and know.
Provide complete continuous assessment, evaluation and feedback
Assessment
alternatives.
Mentor Assign a senior level mentor.
Coach Provide coaches for functional and direct job skills.
Monitor performance in current assignment. Look for a closer fit for the
Assignment
next assignment.
Use diversity of jobs to build performance capabilities; monitor
Development
performance closely.
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Cell 5 E
R
F
Middle Performance O
R
4 7 9

M
Middle Potential A
N
2 5 8

C
E
1 3 6
POTENTIAL

Always does a good job (meets expectations). Can fill multiple roles. Versatile. Dependable.
Adaptable. Flexible. Utility player.

Talent Management Plan

Total Compensation Keep at market mid-point.

Retention Hold supervisor accountable to monitor satisfaction.

Assignment Use to fill in gaps and play multiple roles.

Choose either a performance enhancement (move to cell 7) or

Development
potential enhancement path (move to cell 8).
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Cell 4 E
R
F
Highest Performance O
R
4 7 9

Lowest Potential M
A
2 5 8
N
C
E
1 3 6
POTENTIAL
Consistently performs with the best. Knows the job and role extremely well. Plays a
vital role in producing organizational results. Seasoned. Irreplaceable. Solid.
Talent Management Plan

Keep ahead (25%) of market. Use soft rewards and recognition. Grant
Total Compensation
long-term incentives.

Retention Assign a senior manager to monitor satisfaction and treatment.

Engagement Assign to key committees, team, networks; special invitations to meetings.

Facilitate and support internal and external networking in field of

Exposure specialization; represent Company in industry related professional groups,
benchmarking panels.

Assessment Provide technical and functional skills assessment.

Mentor Assign a as a functional / technical mentor to others.

Coach Assign to teaching and coaching activities.

Assignment Keep in current assignment and role as long as possible.

Development Support honing functional / technical expertise.

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E
Cell 3 R
F
Lowest Performance O
R
4 7 9

M
Middle Potential A
N
2 5 8

C
E
1 3 6
POTENTIAL

May be new in assignment or in a stretch developmental job or role. Might be misplaced.

Should move up in performance in time. Has the potential to perform better.

Talent Management Plan

Total Compensation Target 5-10% below market.

Provide continuous performance assessment, evaluation and

Assessment
feedback for alternatives.

Assignment Monitor on current assignment until performance improves.

Put on performance improvement plan, with specific functional

Development
feedback and coaching.
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E
Cell 2 R
F
Middle Performance O
R
4 7 9

M
Lowest Potential A
N
2 5 8

C
E
1 3 6
POTENTIAL

Performs up to standard (meets expectations). Limited upside outside current areas of

expertise and fields of specialization.

Talent Management Plan

Total Compensation Keep at market.
Retention Hold supervisor accountable for retention.
Facilitate and support internal and external networking in field of
Exposure
specialization.
Provide technical and functional skills assessment along with
Assessment every third year general skills assessment and learning agility
options.
Mentor Assign a functional / technical mentor.
Assignment Keep in current assignment and role as long as possible.

Select either a performance improvement path (to cell 4) or a

Development
learning agility enhancement path (to cell 5).
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Cell 1 E
R
F
Lowest Performance O
R
4 7 9

Lowest Potential M
A
2 5 8
N
C
E
1 3 6
POTENTIAL

Consistently struggles to perform up to standard. Has trouble keeping up.

Talent Management Plan

Total Compensation Freeze pay. Hold incentives.

Retention If not correctable, out-counsel. Set a time limit.

Assignment Move into better fit assignment or outplace.

Development Put on a performance improvement plan.

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