In this article, you will learn how to set up a talent review (also known as a 9-grid or fleet review).
1. Click on 'Management'.
2. Click on 'Talent reviews'.
3. Click on '+ Schedule talent review'.
Creating a new talent review is done in two steps:
Step 1: Settings and planning
- Name
- Decide on the name of the talent review. For example: Talent review 2024.
- Description
- This description will appear on the page where managers complete the talent review.
- Who does the talent review apply to?
- Select the teams to which the talent review will apply. This refers to the teams that include the employees being reviewed.
- Start date
- This is the start date of the talent review.
- Note: on the start date, the system checks which manager is allowed to complete the talent review for which employees. From this date onwards, it is no longer possible to change the content or dimensions of the talent review.
- From this date it is no longer possible to adjust the content or dimensions of a talent review.
- End date
- This is a suggested end date for the talent review. After this date, managers will still be able to submit reviews.
- Send e-mail to supervisor
- If this option is on, an email will be sent to managers on the email date to complete the talent review
- Send reminder emails
- If enabled, an email will be sent to managers on the chosen date inviting them to complete the talent review. You can customise the email text yourself.
4. When you are done, click on 'Next'.
Step 2: Content
A talent review must have at least two and no more than three dimensions. Employees are scored against these dimensions.
A dimension consists of:
- Name dimension
- The name of the dimension, for example Performance.
- Description dimension
- The description of the dimension, which appears when a manager hovers over it with their mouse during the review.
- Scale
- Determines the scale on which the employee is assessed: for example, three levels, five stars, or another format.
- Sub questions (sub dimensions)
- Is Performance in your organisation broken down into sub-dimensions or underlying questions? Then you can add sub-questions to a dimension. These have their own name, description and scale. Employees are then also scored on these sub-questions
A practical example of three dimensions is: Performance, Potential, and Exit probability.
5. When you are done, click on 'Save'.
After creating the talent review it will show in the overview of talent reviews.
Talent review set-up date
On the start date of the talent review (the date when it becomes available), the system checks which manager is allowed to complete the review for which employees.
Note: This is why it is important to ensure that all manager roles are set up correctly before configuring the talent review.
To determine who completes the talent review for whom, the following rule of thumb is used: the more of an employee's manager you are, the greater the chance that you will complete the talent review for the employee. This means that if Manager A has the role of Manager for the team the employee is in and Manager B has the role of Manager directly for the employee, then Manager B completes the talent review for the employee in this case.
Note: If an employee has no manager assigned, the system will assign the review to a super administrator when the review is created. This ensures the employee is still included in the talent review. You can update the manager assignment later.