Plan Description

Enter the description for the succession plan.

Order

Search Parameter

Default Weightage

Remarks

1

Job Specific Attributes

10

All job-specific attributes namely Grade, Department, Job Level and Job Family have to be satisfied to score the weightage of 10

2

Work Experience

10

All work experience attributes in the “Job Specific Attributes” page have to be satisfied to score the weightage of 10.

3

Flight Risk

10

The flight risks provided in the “Additional Attributes” page have to be satisfied to score a weightage of 10.

4

Performance

10

Both Performance & Potential in the ‘Talent Qualifiers’ page have to be satisfied to score the weightage of 10.

5

Competencies

10

The competencies provided in the “Expertise” page have to be satisfied to score the weightage of 10.

6

Qualification

10

The qualifications provided in the “Expertise” page have to be satisfied to score a weightage of 10.

7

Career Plan

10

The career plan details provided in the “Talent Qualifiers” page have to be satisfied to score a weightage of 10.

8

Talent Pool

10

The talent pool details provided in the “Talent Qualifiers” page have to be satisfied to score a weightage of 10.

9

Demographic Attributes

10

Both Age and Gender provided in the ‘Additional Attributes’ page have to be satisfied to score the weightage of 10.

10

Tags

10

The tag details provided in the ‘Additional Attributes’ page have to be satisfied to score the weightage of 10.

Position

The position title of the position for which the succession planning is done is displayed

Note: The position name is displayed, if the “Planning Perspective” is “Key Positions”.

Number of Incumbents

The number of posts that are occupied in this particular position. For example, if the total number of posts is 5 and out of these 5 posts, if only 3 are occupied then the number of incumbents’ value will be 3/5.

Performance

The average performance score of the incumbents in the current position is displayed.

Note:

• If the “Planning Perspective” is “Key Positions” then the average performance score of the incumbents in the current position is displayed.

• If the “Planning Perspective” other than Key Positions then the performance score of the employee for whom succession planning id done is displayed.

• The last appraisal cycle that was completed could be used to arrive at this performance value.

Potential

The average potential ratings of the incumbent are displayed.

Note:

•  If the “Planning Perspective” is “Key Positions” then the number of incumbents who have low, medium and high potential are displayed.

• If the “Planning Perspective” is other than Key Positions then the quadrant name in the 9-box rating matrix in which the employee for whom the succession planning is done along with the quadrant number in brackets is displayed.

Current Position/

Internal/Overall

The years of experience of the incumbent in the current position, internal (i.e. within the organization) and overall (internal and external together) is displayed.

Note:

•  If the “Planning Perspective” is “Key Positions” then the minimum and maximum years of experience of the incumbents in the current position is displayed. The average years of experience in the current position is displayed in brackets.

• If the “Planning Perspective” is other than Key Positions then the years of experience of the incumbent in the current position for whom the succession planning is done is displayed.

Qualification

The qualification(s) of the employee is displayed.

Note:

• If the “Planning Perspective” is “Key Positions” then the qualification would be picked up from the Position Master data for that particular position.

• If the “Planning Perspective” is other than Key Positions then the qualification will be picked up from the Employee Personal Information.

Reporting Employees

The number of reports for the incumbents is displayed.

Note:

• If the “Planning Perspective” is “Key Positions” then the average number of reports for the incumbents of the position is displayed.

• If the “Planning Perspective” is other than Key Positions then the ‘number of reporting employees for the incumbent for whom succession planning is being done is displayed’.

Gross
Base Salary

The gross base salary of the incumbent is displayed.

Note:

•  If the “Planning Perspective” is “Key Positions” then the average gross base salary of the incumbents is displayed in the base currency.

• If the “Planning Perspective” is other than Key Positions then the gross base salary of the employee for whom the succession planning is done is displayed in the base currency.