Succession>>9-Box Setup>>Indicators
9-Box Indicators
The 9-Box Indicator screen includes default descriptions for each quadrant, such as High Potential/High Performance, High Potential/Moderate Performance, and Moderate Potential/High Performance. Each box is mapped to a user-defined explanation and suggested actions for employees based on their placement within the grid.
These targeted recommendations are then used to guide leadership in managing and developing employees across different performance and potential levels, ensuring a consistent approach and effective talent development strategies aligned with each quadrant.
Indicator: Each box in the grid is assigned a description, such as High Potential/High Performance
or Moderate Potential/High Performance, to guide initial placement and assessment. This default setup assists HR in defining specific characteristics and development recommendations for each box.
Description: This field allows HR to enter specific descriptions for each box in the 9-Box grid, providing context and guidance for leadership. For example:
Description: "These employees are high performers and demonstrate strong potential for growth. They are future leaders or critical to long-term success."
Next Steps:
Develop a fast-track succession plan with stretch assignments.
Provide leadership development opportunities.
Focus on retention strategies, as these employees are highly valuable.
After completing these fields, save the ratings by clicking the Submit button.
Succession>>9-Box Setup>>9-Box Indicator Mapping
9-Box Indicator Mapping
This screen enables users to assign custom labels to each quadrant of the 9-Box grid, tailoring descriptions to fit the organization’s talent strategy. For example, High Potential/High Performance can be labeled as Top Talent, while Low Potential/Low Performance may be labelled High Risk.
These user-defined labels help simplify and personalize the grid, providing leadership with clear, strategic insights into each employee category for effective talent management and development planning.
Indicator: This is the default metric or label for this category, often reflecting performance or
potential (e.g., High Potential/High Performance, Low Potential/Low Performance).
User Defined Description: Enter a custom description that defines the characteristics of this indicator, tailored to organizational needs (e.g., "Top Talent, Future Star, etc").
Use Description: A toggle to indicate if the User Defined Description should be applied in place of the default description on the 9-Box grid. Select this flag to activate the custom description.
Succession>>9-Box Setup>>Criteria Options
Criteria Options
This screen allows users to choose which criteria to include in the 9-Box grid selection process, using only the following combinations:
Performance Appraisal + Employee Assessment
Performance Appraisal + 360 Multi-Rater
Performance Appraisal + 360 Multi-Rater + Employee Assessment
Performance Appraisal (mandatory): This score contributes to the Performance dimension of the 9-Box grid.
Employee Assessment: Manager’s leadership assessment score, contributing to the Potential
dimension.
360 Multi-Rater: Peer and team feedback contributing to the Potential dimension.
The selected criteria influence calculations for the 9-Box placement within the talent pool, determining how Performance and Potential scores are derived for each employee.
Company Code: Select the relevant company from a drop-down list.
Staff Type: Select the relevant staff type from a drop-down list.
Criteria Options: Select criteria options to use for your company.
After completing these fields, save the ratings by clicking the Submit button.
Succession>>9-Box Setup>>Map Performance>>Appraisal Performance Mapping
Appraisal Performance Mapping
The Performance Appraisal Mapping table converts appraisal scores into a standardized Performance score for the 9-Box grid. This mapping aligns scores from performance appraisals with a three-point scale: 1 - Low Performer, 2 - Moderate Performer, and 3 - High Performer.
To ensure consistent evaluation, the maximum possible appraisal score, as set in the Performance
Appraisal Overall Rating Setup, must be divided into this three-point scale.
Example 1:
If the appraisal score is out of 100, it may be divided into bands, such as:
0-33.99 for Low Performer
34-66.99 for Moderate Performer
67-100 for High Performer
Example 2:
If the appraisal score is out of 5 (shown above), these ranges would adjust as follows:
0-2.99 for Low Performer
2-3.99 for Moderate Performer
4-5 for High Performer
Companies may customize these bands according to internal criteria or performance standards. This mapping ensures a consistent and unified approach to translating appraisal scores into the 9-Box grid's Performance dimension, allowing for accurate alignment with the performance score from the Performance Appraisal criteria.
Company: Select the organization to which this Performance Appraisal mapping applies.
Appraisal Score and 9-Box Performance Score: Define the rating bands one at a time, as follows:
Step 1: Start with the lowest rating band, for example, 0-2.99, ensuring you use two decimal places.
Step 2: Select the 9-Box Performance Score (e.g., 1), and the 9-Box Performance Description
Low Performance will auto-populate.
Save the record and repeat these steps to choose the corresponding performance score (1, 2, or 3) that aligns with each Appraisal Score band.
Delete: Use this option to remove an entry if changes are needed.
Succession>>9-Box Setup>>Map Potential>>360 Potential Mapping
360 Multi-Rater Potential Mapping
The 360 Multi-Rater Mapping table converts 360 feedback scores into a standardized Potential score for the 9-Box grid, aligning feedback from sources such as peers, direct reports, and managers to a three-point scale: 1 - Low Potential, 2 - Moderate Potential, and 3 - High Potential.
To ensure consistent evaluation, the maximum possible 360 score, as set in the 360 Overall Rating
Setup, must be divided into this three-point scale.
Example:
If the 360 overall score is out of 5 (shown above), these ranges would adjust as follows (shown below):
0-2.99 for Low Performer
3-3.99 for Moderate Performer
4-5 for High Performer
This mapping provides a consistent approach to interpreting 360 feedback within the Potential dimension of the 9-Box grid, facilitating alignment with potential scores for accurate employee placement.
Company: Select the organization to which this 360 mapping applies.
360 Score and 9-Box Potential: Define the rating bands one at a time, as follows:
Step 1: Start with the lowest rating band, for example, 0-2.99, ensuring you use two decimal places.
Step 2: Select the 9-Box Potential Score (e.g., 1), and the 9-Box Potential Description will auto- populate.
Save the record and repeat these steps to choose the corresponding potential score (1, 2, or 3) that aligns with each 360 Score band.
Delete: Use this option to remove an entry if changes are needed.
Succession>>9-Box Setup>>Map Potential>>Assessment Potential Mapping
Assessment Potential Mapping
The Assessment Potential Mapping table translates manager-assessed potential scores into a standardized Potential score for the 9-Box grid. This mapping aligns assessment results with a three-point scale: 1 - Low Potential, 2 - Moderate Potential, and 3 - High Potential.
To ensure consistency, the maximum possible assessment score, as defined in the Assessment
Overall Rating Setup, should be divided into this three-point scale.
Example 1:
If the assessment score is out of 30, it can be divided into bands as follows:
0-10 for Low Potential
10.01-20 for Moderate Potential
20.01-30 for High Potential
Companies may further customize these bands based on internal criteria to ensure alignment with organizational standards. This mapping provides a consistent approach to interpreting the Employee Assessment feedback within the Potential dimension of the 9-Box grid, facilitating alignment with potential scores for accurate employee placement.
Company: Select the organization to which this assessment mapping applies.
Assessment Score and 9-Box Potential: Define the rating bands one at a time, as follows:
Step 1: Start with the lowest rating band, for example, 0-10, ensuring you use two decimal places.
Step 2: Select the 9-Box Potential Score (e.g., 1), and the 9-Box Potential Description will auto- populate.
Save the record and repeat these steps to select the corresponding potential score (1, 2, or 3) that aligns with each Assessment Score band.
Delete: Use this option to remove an entry if changes are needed.
Succession>>9-Box Setup>>Map Potential>>Potential Weighting
Potential Weighting
The Potential Weighting configuration allows organizations to assign relative importance to different evaluation sources—specifically, the 360-Degree Feedback and Manager’s Assessment of the Employee—when determining an employee’s overall potential for succession or promotion. By applying a weighted approach, organizations can emphasize the value of diverse perspectives, balancing peer, team, and self-evaluations with managerial insight to create a comprehensive picture of the employee’s potential.
Company Code: Select the organization to which this weighting applies.
360 Weight %: Enter the percentage weight assigned to the 360-degree feedback in calculating overall potential. Ensure this, combined with the Assessment Weight %, totals 100%.
Assessment Weight %: Enter the percentage weight assigned to the manager's assessment of the employee in calculating overall potential. Together with the 360 Weight %, this should total 100%.
Effective Date: Specify the date from which this weighting configuration will be applied.