Step 1

Analyse the Org Charts and Identify the Career Ladders/Paths

Ensure All Job Profiles are in Place

EQIQS to Develop and Communicate Project Plan

Step 2

Roll Out Assessments

Step 3

Map Talent Individually and Organisationally (Section/Department) against Step 1 using a Talent Matrix (TM)

The TM will identify HiPos & Solid Citizens (those who are not necessarily HiPos but a good fit for where they currently are) and their potential career paths

Step 4

TM Feedback Discussions with LMGR, HRBP, OD Manager and Psychologist using:

Job Capability Match Report

Individual Talent Matrix Report

Organisational Talent Matrix

Step 5

Develop IDP

Psychologist will input into the IDP

There will be a follow up discussion between the OD Manager and MGR to confirm IDP

Step 6

Manager shares IDP

Manager to share each person's IDP with them and manage its implementation

Step 7

Individual Feedback on Assessment?

1

Job Capability Match Report

2

Individual Talent Matrix

3

Organizational Talent Matrices

1

What are the assessment decision outcomes?

2

At what point are LMGR's given feedback - after individual assessments or after section/department has been assessed?

3

Areas for Development – need to be - Realistic
Talent Management discussion necessary before any development ensues.
IDP – MGRS prepare people for role