Talent Management / Succession Planning

9-Box Grid for Succession Planning
https://bestpractices.clearcompany.com/9-box/index.html

Performance vs Potential
High Potential + Low Performance: Develop
High Potential + Middle Performance: Stretch/Develop
High Potential + High Performance: Stretch
Middle Potential + Low Performance: Observe
Middle Potential + Middle Performance: Develop
Middle Potential + High Performance: Stretch/Develop
Low Potential + Low Performance: Observe/Exit
Low Potential + Middle Performance: Observe
Low Potential + High Performance: Develop






https://www.saba.com/resources/how-tos/proven-tools-for-identifying-and-developing-your-organizations-talent-pipeline

• Staff
• Performance Level
• Ultimate Potential Level
• Readiness

Excel Forms to keep track of the talents

Template - Multiple Successors

1. Department
2. Position
3. Current Job Holder
4. Tentative Retirement Date / Current Contract End Date
5. Emergency Cover (i/Name; ii/Current Position)
6. Up-next: Ready Now (i/Name; ii/Current Position)
7. On-deck: Ready in 1-2 years (i/Name; ii/Current Position)
8. High Potential: Ready in 3-5 years (i/Name; ii/Current Position)

Template - Nominated Successor

1. Department
2. Position
3. Current Job Holder
4. Tentative Retirement Date / Current Contract End Date
5. Job Requirements (Skills, Experience, Qualifications, Personality)
6. Succession Strategies (Talent Pool / Sources, Development Tools, Person-in-charge)
7. 1st Potential Successor (Nominated Staff, Current Position, Performance Level, Ultimate Potential Level, Readiness)
8. 2nd Potential Successor (Nominated Staff, Current Position, Performance Level, Ultimate Potential Level, Readiness)

Talent Pool Analysis

1. Department
2. Staff Name
3. Current Position
4. Next Position
5. Skills
6. Experience
7. Qualifications
8. Personality
9. Performance Level
10. Ultimate Potential Level
11. Readiness