PERFORMANCE

POTENTIAL
Low High A 1 OUTSTANDING/ EXCEEDING HIGH PROFESSIONAL Continuous high performance. Limited upward potential. Usually possesses special experience or specialist knowledge that would be difficult to replace. Significant value to the organisation. SATISFACTORY PERFORMER Satisfactory performance,. Limited upward potential. Meets expectations. B PIVOTAL COLLEAGUE High level of performance with consistency of results across a variety of assignements. SOLID PERFORMER Satisfactory performer with moderate potential over time. Meets expectations. PERFORMANCE CHALLENGE Moderate potential but low performance. C KEY COLLEAGUE Highest level of performance and potential. Demonstrates mastery of current assignment. True organisational asset.

Low High
2 OVER ACHIEVED/ ACHIEVED/ ALMOST ACHIEVED

EMERGING KEY COLLEAGUE Individuals with high potential and satisfactory performance. Have capacity to be a key colleague

3 BELOW BENCHMARK/ INCOMPLETE

PERFORMANCE PROBLEM Low level of performance. Limited upward potential. Individuals who will need to change results and behaviour quickly or be moved out.

DEVELOPMENTAL ASSIGNMENT OR NEW POSITION Have yet to demonstrate results but high potential. May be new to position, or new to organisation.

AN EMPLOYEE WHO HAS BEEN WITH THE ORGANISATION LESS THAN 12 MONTHS SHOULD BE PLACED IN C3 (CONSIDER THEM HIGH POTENTIAL UNLESS/UNTIL PROVEN OTHERWISE)

PERFORMANCE measured over at least one year. Usually taken as average of last three. POTENTIAL Was measured in three ways. 1 Desire: Low o o High o Takes steps to develop self and investigate opportunities Is proactive in seeking opportunities and ability is not inconsistent with desire Never looks at own development or wants to do anything other than surrent role Talks about doing something else but doesnt take steps to make it happen

2 Mobility Low o o o Not mobile Yes, for secondments, or part week working but wont move Yes, fully mobile no conditions

POTENTIAL (CONTINUED) 3 Ability/ capability/ attitude Low High Has the ability to do another role in terms of competence and experience within a reasonable time period Has the ability to do another role as above and has demonstrated success in other disciplines/ functions evidence of transferable skills As above is seen as a valued contributor in a wide field of work ,and is sought out for that contribution throughout the organisation. Is not capable of doing another role due to lack of competence/ ability/ attitude (and is untrainable) Is not able to do another role because of lack of experience/ qualifications