Talent & Succession Planning Overview

TALENT REVIEWS & SUCCESSION

PLANNING 2023

LEVY OVERVIEW

OVERVIEW

Talent Management and Succession Planning are crucial aspects of Levy's overall strategy and long term success. These processes ensure we have the right people in the right positions, both now and in the future. Talent Management and Succession Planning are important for a number of reasons:

Identifying

and developing top talent

Talent Management helps us to identify and prioritize Team Members whose development we should invest in. For example, participants are selected for our Spark, Envoy and Top Gun programs based on the output from Talent Reviews.

Retaining key employees

Our Talent Management and Succession Planning process helps retain top performers. Not only can we inform conversations around career planning, we also identify those who are at a risk of loss from the organization.

Minimizing leadership gaps

Succession Planning focuses on identifying and developing future leaders who can step into key positions when needed. This data not only allows us to proactively develop successors but also identify priority roles or markets for external talent pipelining.

Building a culture of continuous improvement

Talent Management and Succession Planning promote a culture of continuous learning and development within the organization. For Example, development trends are used to shape global training roll-outs like High Performance Coaching.

This guide covers important definitions and step-by-step guides for managers to effectively complete Talent Management & Succession Planning. Please reach out if you have any questions!

Talent Management & Development Team

trainingtalent@levyrestaurants.com

THE TIMELINE

COMMS LAUNCH

REVIEW SESSIONS CREATED

MANAGER REVIEW INPUTS

CALIBRATION CALLS

DATA FINALIZED

PROCESS OVERVIEW

The timeline is designed to align with Levy's Mid-Year Review process. Step one involves The creation of the review sessions in PeopleHub and communication to leaders.

Next, Location Leaders should input Talent Review and Succession Planning details. These ratings will then be calibrated on regional calls to ensure we are being fair and consistent. Lastly, once ratings are finalized, the reviews will be closed and loaded into the permanent record.

THE IMPORTANCE OF GREAT CAREER CONVERSATIONS

A lot has been written about the 'great resignation'. Post Pandemic, many people have reassessed and looked for new careers. Now, many of those same people are wondering if the decision to change jobs was the right one, in the a phenomenon known as the 'great regret'.

Research by our People Analytics partners

Perceptyx offers insight into what really matters to those who regret their job change after 6 months. People who reported having a great relationship with their previous manager were 10x more likely to regret the move while those who reported having a manager who was invested in their career were 7x more likely.

The bottom line - building relationships and investing in others are critical leadership priorities in today's workplace.

HOW TO COMPLETE TALENT REVIEWS

Talent Reviews are setup by the Training and Talent Management team in PeopleHub. Locations leaders are given access to the reviews but are encouraged to work with their leadership team to agree and enter ratings for all managers at the property.

1. Step One - Click on the Talent Calibration tile on your PeopleHub homepage.

2. Step Two - The Talent Review opens to the dashboard tab. Select 'list view'.

3. Step Three - Review the list of Team Members. You can click on the information card next to their name to view more information on them or click on the comment icon to add a comment.

4. Step Four - Enter the details to for each Team Member using the drop-down menus. You can use the filter to refine the view and reduce who is visible (e.g. if you are reviewing a team with on of your direct reports)

5. Step Five - You can save your progress at any time and come back to it. Do not select finalize until after the calibration call discussions.

The dashboard tab includes a useful summary display of everyone in your team. Note, you can also move Team Members in this view, e.g. by clicking and dragging them in the 9-box.

TALENT MANAGEMENT DEFINITIONS

PERFORMANCE OVER TIME

Measures consistency of performance - how does this person perform in relation to their KPI's and our organizational competencies over time.

POTENTIAL

READINESS

Relates to the individuals capacity, readiness and desire to add greater value to the organization. Click here for more detail.

Relates to an individuals readiness to take on greater responsibility and is used as an indicator of our ‘bench strength’ as a Company.

RISK OF LOSS

Relates to the risk an individual might leave in the immediate future. For example, are they approaching retirement.

IMPACT OF LOSS

If an individual were to leave, what would the impact be?

For example are they the only ones with particular skills or relationships.

COMMENTS

These should be used to capture information such as development needs or special plans to address issues identified by the Talent Review.

NAVIGATING THE 9 BOX

The 9 Box is one of the tools used to analyze our organizational talent. Team Members are bucketed based on their potential and performance over time. This data is then used to inform the actions we should take, such as who should be placed in Talent Development Programs.

WHY DO WE NEED THE 9-BOX?

The 9 box diagram is an output from the Talent Review process. It buckets Team Members based on their Performance Over Time and Potential ratings. Review and calibration of the 9 box is one of the primary focuses of the Talent Calibration calls.

One common mistake leaders make when they first begin completing Talent Reviews is to rate everyone as 'High Potential'. This is unsurprising - as leaders, we often see potential in everyone. However, in this instance, potential means something very specific - it refers to those who currently have the Judgment, Influence and Drive to move to the next level in their career.

Based on Team Member position in the 9-box, different actions are taken. Those in the top corner (High Impact, Rising Stars, High Potential) will be invited to apply for one of Levy's Talent Programs. They should also be considered and placed into an appropriate succession plan. Those in the bottom left (Unsatisfactory Performers) may need to be placed on a Performance Improvement Plan.

While every location and team is different, there is a typical distribution across the 9 box. For example, typically only 5-10% of a team should be in the High Potential box, with the highest number if Team Members falling into Solid Performer.

> The 9-Box diagram is an output from Talent Reviews.

> This is used to identify candidates for Talent Development programs or Performance Improvement plans

> Calibration of the 9-box is one of the primary goals of the Regional Calibration Calls.

> Every team is different but there is a typical distribution that indicates a well calibrated 9-box

One of the common mistakes in Talent Reviews is to overrate Team Member potential. These resources will help you to rate accurately.

SUCCESSION

SUCCESSION PLANNING IS A NEW ADDITION TO PEOPLEHUB AND WILL TAKE PLACE ALONGSIDE TALENT REVIEWS. EVERY LOCATION LEADER SHOULD SELECT A SUCCESSOR(S) FOR THEMSELVES AND THEIR EXECUTIVE CHEF. SUCCESSION PLANNING IS NOT REQUIRED FOR ADDITIONAL ROLES CAN BE COMPLETED IF A LOCATION WISHES TO.

STEP ONE

Login to PeopleHub and from the drop down menu select 'Succession'. This will take you to a new menu page featuring your org chart.

STEP TWO

Go to the role you want to select successors for and click on the add successor icon:

STEP THREE

Begin typing the name of the successor you want to add. When they appear, click on them to open up their profile.

You'll see a range of information including performance history.

STEP FOUR

Enter their readiness and successor ranking (i.e. 1 = primary successor)

Add any notes you want to make. You can also enter development goals for the person. Hit save.

POTENTIAL

In the context of Talent Management, potential refers to an individual's capacity to develop and grow in their role and beyond. It is an assessment of an employee's ability to take on greater responsibilities, handle more complex tasks, and achieve higher levels of performance in the future.

Potential is often evaluated based on a combination of factors such as an individual's past performance, their current skill set, their willingness to learn and adapt, and their ability to work collaboratively with others. It can also be assessed by evaluating an individual's personality traits, values, and motivations to determine if they align with the organization's goals and culture.

Assessing an individual's potential is important in Talent Management because it allows Levy to identify employees who have the potential to become future leaders or make significant contributions to the organization. By identifying and nurturing high-potential employees, we can create a pipeline of talent to fill critical positions and ensure the long-term success of the organization.

However, it's important to note that potential is not a guarantee of future success. Even employees with high potential may struggle in new roles or face unexpected challenges. That's why our Talent Development programs are designed to provide the support and education high potential leaders need to prepare them for their next opportunity.

DEFINING POTENTIAL AT LEVY

WHEN IT COMES TO IDENTIFYING AND ASSESSING POTENTIAL, LEVY LOOKS FOR JUDGEMENT, DRIVE, AND INFLUENCE (JDI). ADDITIONAL DETAILS AND TOOLS CAN BE FOUND IN THE LEVY CAREER MAP..

JUDGEMENT DRIVE INFLUENCE

FRAMING ANALYTICAL RIGOR RECOGNIZING

Judgement is about having a sharp, curious, balanced approach to analyzing issues and exploring new things.

Leaders with good judgement are great at spotting opportunities and combining data and experience to make sound decisions.

ASPIRATION INITIATIVE SELF-ASSURANCE

Drive is the determination to succeed or deliver; having a strong Sense of meaning and purpose. Leaders with drive have the confidence and aspiration to take on more. They take the initiative to make a difference.

SELF-AWARENESS

ENVIRONMENTAL RADAR RANGE OF INFLUENCE

Influence is about using insight to adapt style and inspire others to get things done. Leaders with influence are good adapting their approach to suit the situation and are respected by others.

TALENT PROGRAM OVERVIEWS

A PROGRAM FOR EACH CAREER STAGE

Levy's Talent Development programs are designed to provide targeted development at each stage of your career. From our Keys to the Future program, aimed at preparing Hourly Team Members for Management roles, to Top Gun, which targets future Regional or Marquee property leaders. Click the images for a detailed overview of each program.

KEYS TO THE FUTURE

SPARK

Levy's oldest and most successful internal development program, Keys is a prestigious, stepping into management programoffering career and growth opportunities to Hourly Team Members.

Aimed at entry level Managers, Spark is a flexible and highly tailored program, designed to provide the right on-demand support to help high potential, early in career managers prepare for their next step.

ENVOY

Envoy is our pipeline program for future Location Leaders. Aimed department heads, it offers in-person and remote support to develop financial acumen, leadership and partner relations skills.

TOP GUN

Our flagship leadership development program, Top Gun is aimed at growing future Regional or Marquee property leaders. The prestigious 10 month program is an intense development experience.

SUMMARY

Talent Management and Succession

Planning are crucial aspects of Levy's overall strategy and long-term success.

> Location Leaders should complete the Talent Review for all Team Members

> Succession Planning should be completed for the Location Leader and Executive Chef. More can be added as appropriate

> The output will be discussed and calibrated on regional review calls

> Be sure to review the definitions, particularly for potential, before completing your reviews

FREQUENTLY ASKED QUESTIONS

WHEN I LOGIN TO MY TALENT REVIEW, I SEE TEAM MEMBERS WHO SHOULD NOT BE IN MY HIERARCHY?

The Talent Management & Development team can make adjustments for you if needed. You can also use the filter function to remove anyone who is showing in your talent review who shouldn't. This function is also useful if you want to review with a someone on your team but don't want them to see themselves or their peers.

CAN I DELEGATE THE COMPLETION OF TALENT REVIEWS TO MY TEAM?

The way that Talent Reviews are setup makes it a challenge to have more than one review per location. Our recommendation is to complete the reviews in discussion with your department heads during your 1:1 meetings.

WILL TEAM MEMBERS BE ABLE TO SEE THE TALENT REVIEW INFORMATION I ENTER?

No, Talent Review and Succession Planning data will not be visible to employees but it will be visible to their direct manager and HR partner on their PeopleHub profile. While the information will not be visible to the Team Member, we do recommend discussing with them as appropriate, particularly if they have been identified in a succession plan or for a Talent Development program.

I DON'T SEE WHERE TO ADD SUCCESSION PLANNING INFORMATION IN MY TALENT REVIEW?

Succession Planning is actually contained within a separate PeopleHub module. Click here for more information.

WHERE CAN I SEE HISTORICAL TALENT REVIEW DATA?

You can see historical Talent review and performance review data by visiting a Team Members PeopleHub profile page.