Talent Review Leaders Guide
©2016 CVS Health and/or one of its affiliates
Reinforcing the Purpose of a Talent Review
© 2014 CVS Health Confidential & Proprietary 2
What capability is
needed?
What do you
have?
Where is the
gap? Bu
sin
ess S
trate
gy
Planned Moves
Targeted
Development
Retention
Strategic Hires
Measu
re a
nd
Valid
ate
Connecting our business strategy with the quantity and quality of talent required to execute
Identifying and aggressively developing key talent (green box)
Putting the best talent in every role
Roles in the Talent Review Process
3
Business Leader (Host)
Business Leader (Participant)
HRBP
• Educate leaders on the process & tools
• Collaborate with Business Leaders by asking probing questions to drive talent insights
• Prepare Business Leaders to present at Talent Review Meeting
• Coordinate the Talent Review Meeting
• Collaborate to create impactful development recommendations
• Communicate importance of
the Talent Review Process
• Ensure proper Talent Review
tools are used
• Prepare for and lead the Talent
Review Meeting
• Collaborate with HR to
complete Talent Review
deliverables
• Prepare for the Talent Review
– Complete/update Talent
Profiles for each direct
report (if applicable)
• Leverage leadership
competencies &
Potential Identification
Tool
– Complete Nine Box Talent
Matrix
– Identify critical roles &
successors
– Update Talent Priorities &
Outcomes
• Ensure confidentiality and
integrity of the process & data
• Follow through with specific
action items identified in the
Talent Review Meeting
Roles & Responsibilities
CVS Health Talent Review Process
© 2014 CVS Health Confidential & Proprietary 4
5. Track Progress and Measure Results
4. Define Development Actions
3. Calibrate Talent
2. Identify Critical Roles and Succession Slates
1. Assess Talent
The key to successful talent reviews lies in both the process involved in preparing for the talent
review and the resulting high-quality talent discussions. Driving development plans, tracking and
measuring ensures we have the right talent in the right roles to deliver on the business strategy.
Step 1: Assess Talent
© 2014 CVS Health Confidential & Proprietary 5
Gather data on an individual’s potential, performance, experiences, competencies and career aspirations.
Assess Potential
Complete a Talent Profile
Plot individual on Nine Box Talent Matrix.
Potential
Identification
Tool
Talent Profile
Nine Box
Talent Matrix
Potential Identification Tool
© 2014 CVS Health Confidential & Proprietary 6
Page 1
Potential Identification Tool
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Page 2
© 2014 CVS Health Confidential & Proprietary 8
Nine Box Talent Matrix
2. Identify Critical Roles and Succession Slates
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Identify critical roles and succession slates
Identify Critical Roles
Identify Successors For Critical Roles
Talent
Dashboard
Succession
Template
10
Critical Role / Incumbent(s) Contingent Ready: Now Ready :1-3 yrs Comments
Key: *Diversity + Retention Risk (LF) Leadership Forum (EP) Executive Pool
Succession Plans: Dept
3. Calibrate Talent
© 2014 CVS Health Confidential & Proprietary 11
High Quality Talent discussion
Recap BU 2015 Talent Priorities &
Outcomes
*Review and update succession slates for CEO+4 critical roles
readiness, risks, diversity, trends
Identify Runway (Green Box Talent )
Early Career Professional
Watch Outs
Development recommendations
for key talent
Set 2016 Talent Priorities
2015
Talent Priorities
& Outcomes
Template
Succession Plan
Template
Talent Summary
Template
2016
Talent Priorities
& Outcomes
Template
(Year) Talent Priorities & Actions
What are the 3 or 4 organizational issues we are trying to solve for with our talent moves, changes
and development
Actions
1.
2.
3.
4.
•
Update of Results Since Last Year
(Year) Talent Summary
Green Box (Runway)
Name Notes
Early Career High Potentials
Name Notes
Key: *Diversity + Retention Risk, (LF) Leadership Forum, (EP) Executive Pool
Watch Outs
Name Notes
(Year) Talent Priorities & Actions
What are the 3 or 4 organizational issues we are trying to solve for with our talent moves, changes
and development
Actions
1.
2.
3.
4.
•
4. Define Development Actions
© 2014 CVS Health Confidential & Proprietary 15
Customize development activities to provide Key Talent with the specific skills and experiences they will need to succeed in more
senior roles.
Partner with leader to support
development of Key Talent
Individual
Development
Plan
Track and Measure
© 2014 CVS Health Confidential & Proprietary 16
Track the implementation and execution of Individual Development Plans for Key Talent/Succession Slates
The outputs of the talent review process are targeted and prioritized talent
action plans that align with key business objectives.
Benefits and Outcomes of the Talent Review Process
17
• Shared understanding of how the talent addresses critical
business needs & business strategy
• Identification of critical roles, successors, and contingency
plans
• Clear visibility to Key Talent/Early Career Professionals
through updated Nine Box Talent Matrix
• Awareness of retention risks, mobility and diversity concerns
• Targeted development initiatives for Key Talent – Leadership Forum
– Retail/PBM Leaders of Tomorrow
– Career Maps
– External development (i.e. Women Unlimited – Forum for Executive Women and
LEAD)
Outcomes of an Effective Talent Review