Talent Map for Executives
The placement of an executive on the Talent Map identifies their potential and readiness for new challenges by considering the key characteristics of ability, aspiration and engagement, as well as their willingness to take on these challenges.
- The Talent Map is not a performance management tool.
- Executives, including those acting in more senior positions or on assignment, should be placed on the Talent Map according to their substantive position.
| Talent Placements | Definitions |
|---|---|
| Ready for Advancement | Executive consistently and effectively demonstrates expected behaviours related to the key leadership competencies, as well as the potential and desire for a more senior role. Promotion may be the best approach to maximize this executive's contribution to the organization and/or public service. An executive must have valid second language evaluation (SLE) results to be assessed as "ready for advancement." |
| Ready for Lateral Movement | Executive demonstrates the expected behaviours related to the key leadership competencies and has maximized professional development in the current position. Lateral opportunities would allow the executive to gain further breadth of experience, enhance skills, satisfy current aspirations and maintain engagement. An executive must have valid second language evaluation (SLE) results to be assessed as "ready for lateral movement." |
| Well-Placed in Role | Executive demonstrates the expected behaviours related to the key leadership competencies and contributes to the success of the organization and/or public service. Current position continues to offer sufficient challenge to enable growth. |
| Develop in Role | Executive demonstrates some but not all of the expected behaviours related to the key leadership competencies and/or contributes to a limited extent to the success of the organization and/or public service. Current position offers sufficient challenge and opportunity for the executive to develop the key leadership competencies and demonstrate strengths and potential. |
| Move to More Suitable Role | Current position is not a good fit for the executive's skills, competencies, abilities or interests. Another position may provide the opportunity for the executive to demonstrate strengths and potential. |
| Transition to Retirement | Executive has communicated an intention to retire. A managerial, advisory or coaching role may be the best approach to maximize knowledge transfer and this executive's contribution to the organization and/or public service. |
| No Placement | Should be used only in exceptional circumstances when the executive cannot reasonably be placed in any other category. |