How to identify and select High Potentials

1. HRTalentpro Succession Planning Model © Nancy Rehbine Zentis, Ph.D., and Michael Schick Identifying High Potentials

9. Readiness Rating Scale All materials copyrighted 5 - Ready Now – 0 to 1 Year High performer and high potential 4 - Short Term Promotable – 1 to 2 Years Either high performance and moderate potential or average performance and high potential 3 - Long Term Promotable – 2 to 3 Years Either average performance and moderate potential or high performance and moderate potential 2 - Wait and See – 3+ Years Average performance (may be due to being new in the job, having an inappropriate assignment, little or no coaching/development, etc.), but shows signs of potential 1 - Well Placed – Average performance, but few signs of potential

10. Performance-Potential Matrix All materials copyrighted Long Term Promotable Wait and See POTENTIAL PERFORMANCE Well Placed Wait and See Wait and See Well Placed Long Term Promotable Well Placed Low Low-Moderate Moderate-High High Average Above Average High Short Term Promotable Short Term Promotable Short Term Promotable

11. High Potential Planning Data Flow Manager Online Ratings Input: -Performance * -Potential All materials copyrighted Automatic Feed: -Database Compilation -Plotted on Grid Final Ratings: -Manager Online Adjustment * -Automatically Plotted on Grid Calibration Meeting Automatic Feed: -Additional Data from Career Profile Predictor Employee Online Input: -Career Profile Predictor * May be directly loaded from company database By Employee By Manager (Est . Time = 5 min. per employee) (Est. Time = 10 min. per employee) *If different from original input

13. Database Information for Calibration Meeting All materials copyrighted Learning Agility Competencies F Name L Name Performance Rating Total Potential Score Potential Readiness #1 #2 #3 #4 Lows Highs Sam Garvey 3 2.25 Low-Med. 1 3 2 3 1 2 Mary Boswell 3 2.25 Low-Med. 2 2 2 3 0 1 Sue Timmons 3 2.75 High 3 3 2 3 0 3 Michael Smith 3 1.75 Low 2 2 2 1 1 0 John Phillips 2 2.25 Low-Med. 2 2 3 2 0 1 Nancy Ray 2 2.00 Low-Med. 1 3 2 2 1 1 Dennis Hill 2 2.50 Med.-High 3 1 3 3 1 3 Jim Johnson 2 1.25 Low 1 1 1 2 3 0 Kay Robbins 1 2.75 High 2 3 3 3 0 3 Ted McGuire 1 2.50 Med.-High 3 3 2 2 0 2 Performance Scale Potential Scale Learning Agility Competency Rating 3 = High >=2.65 - High Developing Effectiveness Effectiveness Exemplary Effectiveness 2 = Above Average >=2.35 - Medium-High 1 = Average >=2.0 - Low - Medium 1 2 3 <2.0 - Low

14. First Round Performance-Potential Plotting All materials copyrighted POTENTIAL PERFORMANCE Average Above Average High Low Low-Moderate Moderate-High High WELL PLACED LONG-TERM PROMO SHORT-TERM PROMO READY NOW Michael Smith Sam Garvey Sue Timmons Mary Boswell WELL PLACED LONG TERM PROMO SHORT TERM PROMO SHORT TERM PROMO Jim Johnson John Phillips Dennis Hill Nancy Ray WELL PLACED WELL PLACED-WAIT AND SEE WAIT AND SEE WAIT AND SEE Ted McGuire Kay Robbins

16. Final High Potential Placement All materials copyrighted POTENTIAL PERFORMANCE WELL PLACED LONG-TERM PROMO SHORT-TERM PROMO READY NOW Michael Smith Sam Garvey Sue Timmons Moved (Mary Boswell) Mary Boswell WELL PLACED LONG TERM PROMO SHORT TERM PROMO SHORT TERM PROMO Jim Johnson John Phillips Dennis Hill Moved (Nancy Ray) Nancy Ray WELL PLACED WELL PLACED-WAIT AND SEE WAIT AND SEE WAIT AND SEE Ted McGuire Kay Robbins