the tr/sp process in talentlink - sch.schneider-electric...

The TR/SP process in TalentLink

Confidential Property of Schneider Electric

How to create a Talent Review

Preparing the Talent Review

Conducting the meeting

IndexTalent Review

Succession Planning

How to create a Succession Plan

Identifying Successors

Conducting the Succession Plan Meeting

Succession Plan Visibility and Access

How to proceed when the Incumbent changes roles


Talent Review

Go to Index

Who

Business Leader

(N)

Manager(N-1)

Talent Manager/

HRBP

Step 1 Step 2 Step 3 Step 4 Step 5 Step 6

Employee discussions and updated

IDPs

Creates Talent Review

document

Assesses Performance vs Potential,

Risk & Impact of loss

Participate in the Talent

Review meeting

Completes the Talent

Review document

Completes meeting

preparation

Share draft talent

category with functional manager

Activity outside TalentLink

Process Flow: Talent Review

1. To access the Talent Review Module, Go to:

Navigator > My Workforce> Talent Review

2. Click on Create to start the new Talent Review

3. Proceed with the next Talent Review steps

2

3

1. Type in the Talent Review Meeting Name.Naming Convention for Talent Review Meeting Name: Year of Talent Review - Business Unit -Business Leader’s Last Name, First Name

2. Talent Review Meeting Purpose3. Select the Talent Review Template (this should be the

one in accordance with the period/year)4. Select the Meeting Date (The Talent Review can be only

conducted in the selected date or afterwards)

Select the Data Submission Deadline (this is the deadline for Managers to submit the pre-work information related to the population to be reviewed (potential questionnaires, risk of loss, impact of loss); it must be at least 1 day before the Meeting Date)

Creating a Talent Review Meeting


How to create a Talent Review

Go to Index

1

23

4

FYIThe data submission deadline should be one day prior to the meeting date

Creating a Talent Review document

Select Review Content


Selecting the Business Leader & FacilitatorIMPORTANT STEPS:• Select the Business Leader – This is a mandatory step. The Business Leader should be the N+2 Manager to the

Population to be reviewed in the meeting• Include Co-facilitators – This is NOT a mandatory step. Co-facilitators should only be included in specific cases where

a facilitator cannot commit to perform all the steps of the process and therefore needs the intervention of a colleague (HR or TM) to ensure a successful TR process.

1. Click the drop down arrow and select Search in the Business Leader field. 2. Enter required Search Criteria and click “Search”3. Select the appropriate name from the options and click ok4. Click on the icon of the Facilitator field. By Default it picks the name of the HR who is creating the TR.5. Click Select and Add6. Search for the name Last Name, First Name. Select the appropriate name from the options and click ok

1 5

4

6

HRBP/Talent manager will choose the content to be used in the talent review (SE’s guideline on this point is to keep all the contents available (checked) for the Talent Review)

Available fields:• Potential to advance• Performance over time• Risk of Loss• Impact of Loss

Make sure that the required options are checked so all the information is available during the Talent Review meeting.

Data Validity Guideline : will warn the Manager and HR if any of the Talent Ratings is older than the selected date. HR to select Updated within previous 3 months from the drop down.

Go to Index

Select Review Participants

HRBP/Talent manager choose the participants of the meeting. These are the direct reports of the business leader and the managers of the reviewed population. They will evaluate the review population and participate in the actual meeting.

It is recommended that all of the Business Leader’s direct reports are invited as Participants even though they may not also be reviewers (i.e. all should be included in the Talent Review meeting regardless of having direct reports to be reviewed in the meeting or not)

HRBP/Talent manager defines the role of each person invited to the Talent Review meeting (Participant vs Reviewer)

• Participant: Does not have direct reports who are going to be reviewed during the meeting, and therefore does not need to update and submit information on direct reports as prep work for the meeting

• Reviewer: Has at least 1 direct report that is going to be reviewed during the meeting, and therefore needs to update and submit information on his/her directs as prep-work for the meeting.

Confidential Property of Schneider ElectricGo to Index


Select Review Population

At this stage you add the Population (the employees, N-2 of Business Leader) who will be evaluated during the Talent Review

Meeting.

1. Click Select and Add2. Manager Name – By default it will pick up the Business Leader’s name , you have to remove the SESA next to the name

and select “ All reports “under the Workers field for N-2 of Business Leader. (Alternatively you can enter the Managers name in

the Manager Name column and select direct Reports under Workers for the search to work). Then click on Search.

3. Click on the arrow next to the Manager name (N-1 of Business Leader) with direct reports (N-2 of Business Leader) who

need to be added to the Review Population.

4. Select the population- use “Ctrl” if you want to select multiple employees. Click on Apply and Ok.

5. And finally click on Next.

Note:

• HRBP/Talent manager chooses the population for the meeting- These are the employees who will be reviewed in the

meeting.

3

2

1

2

Go to Index


HRBP/Talent manager reviews the information in the summary screen. HRBP/Talent manager clicks on the “Submit” button. The Participating Managers receive a Notification.

• Please note that clicking on “Submit” will trigger a notification to all the Managers included in Step 3.

• This notification is not defaulted to include any information regarding where the session will take place, nor the resources available (e.g. Conference rooms, WebEx, etc.).

• It is recommended that the facilitator also schedules a separate event via their email application calendar (e.g. Microsoft Office) to include all those details

• We strongly recommend that the calendar Microsoft Office invitation is sent prior to the facilitator submitting the meeting in Talent Link, so that when the system notification reaches the recipients they will already have information in advance.

Review and Submit

Go to Index


Preparing the Talent Review

Once the meeting is set up , to prepare the session you can as HR : Check the status of assigned pre-work to check if

manager has submitted the evaluation of his/her direct report. You can send a reminder

Print Profiles of Review Population to prepare the TR meeting

Review 9 Box results to:• Prepare to facilitate the TR meeting • Consult with Reviewers so they know how to see

their employees’ 9-Box results and are prepared to discuss their employee’s Performance and Potential

1. Click Review Content Submission Progress

2. Identify the status of Data Submission

3. Click on the Review Content Submission Progress to see the status for Managers

4. Click on Send Reminder to send a notification to the business leader and managers who did not submit their preparation yet.

1

4

Go to Index


5. Once you have created the TR meeting, you can print the Employee Talent Profiles, one by one or for a relevant scope. Click on ‘conduct meeting’ and then on ‘print profile (concise)’ to be redirected to the Talent profile printout report (ppt).The box assignments is to show the output of the Potential to Advance + Performance Overtime6. Employees may appear in the Holding Area if they do not have a Potential assessment and/or Performance Overtime,

recorded in the tool.7. From the Meeting date, the Facilitator can move employees vertically and horizontally (by Potential to advance &

Performance overtime) within the 9-box and from Holding Area to the 9-box (or vice versa).Once submitted you cannot make any changes

7

6

5

Filter enables to select the required type of employees based on the subordinate level, manager, location, job, etc.1. Select a filter criteria and click Apply

Colour Code enables to regroup employees defined in criteria by colour2. Select a coding criteria

12

Conducting the meeting

Go to Index

Process Flow: Succession Planning


Succession Planning

Activity outside TalentLink

Who

Manager of Incumbent (N)

TM/HRBP outside HR

scope

Reviews candidate fit and identifies

further candidates

Talent Manager/

HRBP

Create or review Succession Plans

in TalentLink

Update Succession Plans

Participate in the Succession

Planning meeting

Shares suggested successors with

TM/HRBP

Critical role incumbent

(N-1)

Provides inputs on possible candidates

in their scope

Receives feedback on candidates in

their scope

Step 1 Step 2 Step 3 Step 4

Go to Index

2

4

5


Creating a Succession Plan

1. Click on the Create icon to create a new Succession Plan

2. Assign a name to the plan

3. The naming convention for Succession Plans is the following: Year – Incumbent’s Business Title –

Incumbent’s Last Name, First Name

4 . Make sure that you choose Incumbent in the Plan Type field

5. Choose Public in the “Privacy” field (you will get a warning message about Co-Owners added as “Viewer”, click on

“Yes” and continue with the plan setup)

1

Note: HR should create a new Succession Plan only if there is no existing Succession Plan for this particular incumbent. If the incumbent already has a Succession Plan from a prior year, please change the year in the title and update the incumbent and candidate’s data. HR can search for the plan and click on Edit to update it.

Go to Index


Creating a Succession Plan

6. Add Co-owners to the plan

A. Select and Add to Search and Select the intended co-owner.

B. Assign the Administrator Type as needed (use the “Administrator” type):

7. It is highly recommended to use the incumbent’s line Manager name in the “Description field “. This will allow HR

to use this field as a filter to see on the overview screen (i.e. HR will be able to see Succession Plans for 1 single

team each time).

8. HR should NOT modify Risk of Loss & Impact of Loss values without consulting with the line Manager. HR should

only use the Reason for Departure, and Estimated Remaining Months fields when it makes sense to do so (e.g.

when a retirement date is known), however these are not mandatory fields.

a

b

6

78

Go to Index


If the successor is already identified9. Click Select and Add to search for (and add) the identified Successor

a. Enter required search criteria b. Search the successor(s)c. Select the employee to be included in the SP d. Click on Apply and Ok to finish the search

9

a

b c

d

Best Fit search

10. Choose “Find Best Fit” option

a. Select the Job Code

b. Use the best fit Percentage to identify Profilesthat match

c. Select the candidate(s) and click on ok to add him/her to the SP

NOTE: You need to have a completed Competency Review (CR) or Rated competencies in your profile for the match to work

For Best Fit- Only competencies are taken into account.

10

a

b

c

Identifying successors

Go to Index


Conducting the Succession Plan Meeting

11. The Status field relates entirely to being active or inactive in the Succession Plan. It does not reflect the employee’s

employment status. (i.e. it doesn’t mean that the candidate is an active SE employee or a terminated one). As an example

the Inactive status can be used when a candidate has the required levels of competence and experience, but is not

interested in taking the role in the short term.

12. HR should not modify Risk of Loss & Impact of Loss without consulting with the line Manager. The Reason for

Departure and Estimated Remaining Months are not mandatory fields, they are filled when, for example, a retirement

date is known.

13. Assess Readiness of the successor.

14. Click Save and Close.

13

12

11

Go to Index

If the Successor is already identified10. Click Select and Add to search for (and add) the identified

Successor

a. Enter required search criteria

b. Search the successor(s), use Advanced search if needed

c. Select the employee to be included in the SP

d. Click on Apply and Ok to finish the search

10

a

b

c

d


Succession Planning TalentLink Guide for HR

Go to Index

In the Succession Plans Overview screen HR will be able to see all Public plans, this means potentially every created

Succession Plan. This is why it is important that you use the Filter option available in the overview. Use it to reduce the

number of plans to only the ones that you want to see.

1. Click on the Filter icon.

2. Decide on which field(s) are more useful to your purposes and type in a filter name.

3. Type in and apply as many filters as needed. To undo a filter just delete it from the blank field. HR can search with filter

using the Wildcard search (%)

Note: Although HR can view all public Succession Plans, they can only see data for incumbents and candidates within

their scope


Succession Plan Visibility & Access

1

3

Go to Index


When the Incumbent Changes Roles

The Succession Plan is created for the Job and not the employee, hence it is important to update the Succession Plan

Name and Incumbent with the new person taking up the role.

1. HR would search for the Succession Plan.

2. Select the plan and click on Edit.

3. Update the Plan Name and Incumbent.

4. Click on Save and Close.

12

3

Go to Index

the tr/sp process in talentlink - sch.schneider-electric...

Documents