Talent Calibration: HR Toolkit

Talent Calibration HR Toolkit

TABLE OF CONTENTS 1

C A LI B R A T I ON S T E PS

PA G E

9 -B O X Revie w 9 - B o x K e y N o te s

PA G E 2-3 PA G E 4

SUC CE SS I ON PL A N S Revie w Su c c e s s i o n P l a n s K e y N o te s

PA G E

5

PA G E

6

T A LENT POOL Revie w T a l e n t P o o l K e y N o te s

PA G E PA G E

7 8

C R I T I CA L R OL E S Re view C r i t i c a l R o l e s Key N o te s

PA G E 9 PA G E 10

There are 4 steps to completing a Talent Calibration: 1

Review 9-Box

22

Review Succession Plans

3

Review Talent Pool

4

Identify Critical Roles

NOTE: Print out a copy of the Philosophy Guide ahead of the calibration and have it available. It is important to reference the definitions of the Talent Factors during calibration.

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Step 1: Review 9-Box 1. Log into Dayforce using your MUL company credentials; use your Manager role when logging in.

2. Click on the three dashes in the left-hand corner.

Then, click Succession > Succession Plans.

3. Click on the 9-box for the function you are calibrating:

4. Click on Talent Matrix in the top right corner:

2

Step 1: Review 9-Box

You should see the 9-Box with all the names populated. Start by clicking on the Performance vs Potential (Lateral) drop down:

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Key Notes: Review 9-Box

#1 Any employees that remain in the right column are either: 1. Too new to rate 2. ELT direct reports that will be rated later

#2

#3

When doing the calibration, focus on employees in the green and red boxes:

Ask if there are any concerns when looking at the employees in the yellow boxes.

• Click on the name to see the Talent Factors – focus on PERFORMANCE and POTENTIAL • Discuss as a team if you feel the person is in the correct box

#4

#5

You CANNOT make changes to Talent Factors while in this box. Ask the manager of the rated employee to go into their Dayforce and make any changes that are discussed, then refresh your screen.

After discussing LATERAL potential, click the drop down to see the UPWARD potential. Discuss any employees that you feel necessary.

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Step 2: Review Succession Plans Go back to the Succession screen and click on the first succession plan (you will end up clicking on the succession plan for each L2).

Review all the names listed in the succession plan.

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Key Notes: Review Succession Plans

1. Only employees that are

considered successors for that role should be listed. All other names should be deleted.

2.

Discuss Succession Readiness timing for each employee listed and make sure it is up dated to the correct timing.

3. Only HR can add names of employees from other functions.

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Step 3: Review Talent Pool

Go back to the Succession screen, and click on the appropriate Talent Pool for the function.

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Key Notes: Review Talent Pool

As a team, James Smith review Proffetional Graphic Designer the names listed.

This: should include Subject anyone further down in the function that we consider a talent.

Items to consider:

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•

Needs visibility/exposure to higher levels in the organization

•

Works, or should work, on critical initiatives

•

High flight risk successors

•

Interim successors

Step 4: Identifying Critical Roles

There is no place in Dayforce to document this step, but as a team, discuss the roles you feel are critical to success. Don’t get this confused with the people in the roles, but the actual role.

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Key Notes: Identifying Critical Roles

Things to consider:

1

Roles we cannot afford to have vacant

2

Roles that generate revenue

Send the list of critical roles to Shawnee after you finalize.

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Notes:

Contacts Contact Details Talent Planning: Shawnee Airgood or HR Business Partner

Dayforce Support: Nancy Giffin

Shawnee.Airgood@mcclabel.com

Nancy.Giffin@mcclabel.com