1. Talent 9-Block Assessment
Potential
Performance

2. Talent 9-Block Descriptors
WRONG ROLE/DIAMOND IN THE ROUGH
Is not demonstrating tangible results in current role but is eager to succeed
Demonstrates willingness and some ability to take on new roles in a variety of areas
Has achieved high results in prior roles
Often has in-demand skills, but has a key development area that is impairing ability to succeed in role
May be in wrong job or new to role (recent hire or promotion) - needs more management support
May have a second-rate manager
FUTURE STAR
Consistently meets and sometimes exceeds expectations
Demonstrates solid company values and behaviors
Continuing to progress towards high performance levels in their role; has capacity and willingness to take on new and broader challenges
Has potential, and should be encouraged, to take role outside functional area
Approaches solutions using broader perspective than just functional knowledge
CONSISTENT STAR - HIPO
Produces exceptional results; has strengths in all/most company values and behaviors
Consistently performs well against a variety of assignments
Learns fast and moves through jobs fast
Has, and continues to gain, a variety of experiences (functions, geographies, roles)
Thrives on variety and challenge; retention risk if not challenged
Builds great teams; team often follows leader
Energized by and resolves big problems
INCONSISTENT PERFORMER
Not meeting expectations for role or is delivering inconsistent results
Perceived to have the potential to be a more solid performer
May have been promoted too soon or outside area of expertise - needs more management support
May need development in critical skills to be successful in that role
May be new in role or to company
SOLID PERFORMER
Meets and sometimes exceeds expectations; mastering current role; proficient in some/most company values & behaviors
Capable of taking on more responsibility
Can adapt to new situations and challenges
Valuable – reliable and flexible performer
Responds well to development feedback and opportunities; interested in growth
Typically grows career within functional area
HIGH PROFESSIONAL PLUS
Produces extremely high results; effectively demonstrates company values and behaviors
Is particularly good in a specific functional area, but can adapt to new areas or general management
Hugely valuable – key asset to organization
Can adapt to new situations and functional areas
Typically has very strong leadership skills
Career still likely to grow vertically or laterally
LOWER PERFORMER
Not delivering results and/or has significant performance issues in one or more areas
Typically has narrow or outdated skills
May be strong functionally, but weak in leadership
Not responding rapidly enough to performance concerns
Possibly in wrong role, promoted too soon, or recent hire struggling with company culture
Unlikely to do better in the future
SOLID PRO
Meets and may occasionally exceed expectations; solid in most company behaviors and values
Typically has deep functional knowledge
May be a strong people manager; but not typically a visionary leader
Reliable, solid member of the team
Narrow bandwidth in terms of professional interests and capabilities; less flexibility in roles assigned
Not electing to pursue career advancement opportunities at this time
HIGH PRO
Delivers extremely high results; effectively demonstrates company values and behaviors
Very valuable - difficult to replace due to deep technical and/or organizational knowledge
Most effective in a defined, functional area; may be promotable within that functional area
Not likely to adept well or quickly to new situations, especially outside functional area
Typically has strong fundamental leadership skills
Performance levels may slip if technologies or strategy change

3. Performance & Potential: Definitions
Individual’s performance against objectives (past 12 months) as well as “how” the leader achieved results
Potential
Individual’s potential (capability & willingness) to take on new responsibilities and/or increased scope
High - Exceeds Expectations
Consistently exceeds expectations, delivers high impact, superior results compared to peers
Strength in developing, managing, and inspiring team and peers
Successfully able to deliver on stretch goals with little guidance
Considered a role model for most/all company values and behaviors
Medium – Meets, Sometimes Exceeds Expectations
Consistently meets expectations, occasionally exceeds expectations
Plays to his/her strengths, solid pillar of team – core contributor
Requires some coaching for “stretch” activities
Exhibits most/all company values and behaviors
Potentially a recent hire/promotion who is meeting expectations for someone new to role
Low –Not Meeting Expectations
Results rarely exceed minimum expectations; rarely goes above and beyond
Often has inconsistent results and/or needs improvement in key areas
Amount of supervision/coaching required is excessive vs. expectations
May have issues with the “how” – struggles to demonstrate/model company values and behaviors
High – “Fast Mover”
Capable of advancing >1 level or taking on a significantly expanded role
Demonstrates potential for capabilities far beyond current role; has successfully delivered on stretch assignments
Performs well in almost everything they take on. Adapts well to new situations, transfers learning from one area to another
Demonstrates willingness to go above and beyond to succeed
Receptive to feedback; takes action to improve himself/herself
Demonstrates strength in all or most executive competencies
Medium – “Advancer”
Able to advance to next level within 1-3 years or take on expanded role
Demonstrates capabilities beyond current role; has done well when given stretch assignments
Can adapt to new situations and challenges as necessary. Particularly good working in area(s) of expertise
Seeks new challenges; willing and open to improving himself/herself
Proficient in most executive competencies and/or is willing to develop in weaker areas
Low – “Performing At Potential”
Not likely to succeed in an expanded or higher role
Little demonstration of capability beyond current role
Does not easily adapt to new situations, particularly outside of functional area
May not be receptive to developmental feedback
Has not demonstrated proficiency and/or willingness to develop in one or more executive competencies
Employee may have capability to advance, but does not wish to pursue advancement opportunities at this time