EMPLOYEE TALENT PROFILE
Basic information
Name: Position: Time in Position:
Age: Function: Length of Service:
Employee History
Job History AMSilk Work Experience
Education Languages
Name
EMPLOYEE TALENT REVIEW
DIALOG Results 2022 Excellent = Far above expectations
Very Good = Exceeds expectations
Good = Meets expectations
Below Expectations = Action required
Ok = Not quite what was expected
Performance Behaviour 2022
Results based on job description Customer Focus & Reliability
Results based on defined targets & priorities Innovation & Flexibility
Effectiveness & efficiency of work
Teamspirit & Communication
Timely delivery of work results
Drive & Execution
Quality of work results
Leadership & Commitment
●
Professional knowledge in area of responsibility
Level of guidance from supervisor needd
Strengths Development needs
(Please name up to five) (Please name up to five)
DIALOG Version 2022-07-22
Name
TALENT SUMMARY
PP-Matrix
Develop Develop & stretch Stretch Loss Impact: Critical Moderate Low
Retention Risk: High Moderate Low
Career Perspective
Compensation
Observe Develop Develop & stretch
Unsatisfaction with job
Potential
Others
Observe / Exit Observe Develop
Potential next Role:
Timeline: Immediately 1-3 years › 3years
Development proposal:
Performance
DIALOG Version 2022-07-22
POTENTIAL / PERFORMANCE MATRIX
Potential
Develop Develop & stretch Stretch
Employee demonstrates willingness Highly motivated employee who Big picture thinker, excellent problem
to change and adopts to addressed can perhaps do more. Valuable team solver, highly motivated; masters his
weaknesses. member. Room for performance current role, future leader
improvement
Strong Action: Focus on coaching, provide Action: Provide new assignments that
development plan Action: Consider assigning more stretch and pull her/his skills; prime for
challenging tasks and assign to a role leadership roles
that stretch her/him
The ability to
assume increasingly
broad or complex Observe Develop Develop & stretch
responsibility
Ability for growth and Shows potential but performance An effective performer who needs Strong employee who may be facing
is low; with the right support the more time to grow in the current role. limitations to her/his potential; exceeds
development into a Moderate
employee can succeed in the current Meets current expectations. performance expectations
leadership role. One
role
who guides, directs Action: consider increasing Action: Identify skill gaps and areas for
and influences and Action: Focus on skills to improve responsibilities or tasks that coaching; develop more skills
shows the way to performance; consider PIP challenges; create development plan
others
Observe / Exit Observe Develop
Employee lacks essential competencies Consistent contributor but with limited Strong performer but unlikely to
and may be resistant to coaching; does potential; might need a successor move to higher level role; will need
Low not meet performance expectations motivation to stay engaged
Action: coach employee on lateral
Action: upskill needed or find a thinking or different role Action: coach for continuous upskilling
new role; re-assign or remove from
organization
Performance
Low Moderate Strong
The extent to which an individual can deliver results, demonstrate competencies and act in spirit of
company values. (technical skills, abilities and subject matter knowledge in the job related field)
DIALOG Version 2022-07-22
