Conduct career and succession assessments
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Prerequisites
- Competency assessment cycle in progress.
- Access the Execution menu > Evaluation Execution (CO011).
Presentation
Career and succession assessment allows the Leader -type evaluator to record strategic employee information, such as potential , promotion possibilities , risk of turnover , impact of turnover , and reasons for turnover .
The options displayed for each item are defined by the proficiency scales configured in the general parameters and by the assessment plan settings .
Next, see how to conduct a career and succession assessment:
Conduct career and succession assessments.
1. Access the Execution menu > Evaluation Execution (CO011) .
2. In the list of pending records, locate and select the group corresponding to the Leader evaluator type .
3. Select a single collaborator or multiple collaborators simultaneously.
4. Click the button 
in the toolbar to open the evaluation screen. On the data screen, access the Career and Succession tab .
5. Click Start to begin evaluating the career and succession assessment items. After filling in the fields, click Finish .
6. If there are any pending tasks configured (such as mandatory feedback or Individual Development Plan - IDP), the system will display alerts guiding you on the next step to follow.
Career and succession planning items
During the career and succession assessment process, the evaluator records data that complements the performance analysis and allows for an understanding of the employee's future prospects within the organization.
Understand the function of each evaluated item below:
Potential
Assesses the employee's growth potential within the organization. The evaluator selects the corresponding level and records a justification. The options displayed follow the scale configured in the general parameters , and may include additional descriptions when available.
Opportunity for promotion
It records the roles and areas in which the employee can work in the future. The evaluator includes the possibilities, specifying the area, role, timeframe in which the employee will be qualified, and the justification. The system displays the employee's compatibility with the selected role and allows viewing a detailed analysis.
Risk for shutdown
Assesses the likelihood of an employee leaving the organization. The assessor selects the risk level according to the configured scale and records a justification.
Impact of shutdown
Assess the impact that the employee's departure would have on the organization. The evaluator selects the corresponding level and provides a justification. The options follow the scale defined in the cycle.
Reason for termination
It records possible reasons that could lead the employee to leave. The evaluator marks the applicable reasons and records a justification for each one. The options displayed follow the scale configured in the general parameters.
Conclusion
When conducting career and succession assessments, the responsible party records essential information for succession planning and strategic talent management.