8. 1
2
Has there been an expectation setting meeting?
1. Clarification of JD
2. Agree on professional/personal goal achievement (MOS)
3. Expectation Setting
4. Learning and Development Needs
5. Further Support Required
6. PA process
Preparation for PA:
1. Set date for PA (give 1 weeks notice)
2. Give appraised copy of PA form, ask him/her to fill it according to their perspective, bring
support materials if necessary
3. Give VP copy of PA form, reflect on performance of appraisee, fill according to his/her
perspective
Talent Review
9. 3
4
PA:
1. Make appraised comfortable, explain agenda of chat etc.
2. Share forms with each other, explain each point in detail
3. Listen to challenges and empathize
4. Adjust target and achieved according to issues detailed
5. Ensure appraised understands the ‘performance gap’
Feedback:
1. Discuss how to close the gap, what is holding him/her back? Assess using competencies - is
it knowledge, skill, attitude? What support can the VP/MB give?
2. Discuss how to improve as an individual. What extra challenges does he/her need?
3. Create action steps/ development areas and deadlines
5 Follow Up:
1. Check to see if member has followed up on actions steps recommended
2. Fulfill promises
3. MB/VPs should follow this up in their weekly/monthly coaching chats
Talent Review
12. 6
Talent Review
HR Plan:
1. Assess your current talent capacity through the talent review
What is the knowledge, skill and attitude inventory of your current staff - assess by function, level
etc.
2. Forecast HR requirements looking at the HR needs of your LC plan.
What is the knowledge, skill and attitude inventory needed to achieve your strategic organization's
goals?
How many people will you need to achieve your LC goals?
3. Develop HR strategies to support organisational strategies
a) Restructure
b) Learning and Development
c) Recruitment
17. Membership Survey1
If the talent review data from last quarter is not sufficient - consider releasing a quarterly
L&D Analysis survey to understand the needs of your Local Committee
1. Name
2. Function
3. What learning and development do you need currently to fulfill your job
description responsibilities?
4. What areas of the Global Competency Model do you wish to develop this
quarter?
5. What knowledge/skills/attitude specific to your chosen competencies do you
wish to develop?
6. What is your desired position for the next quarter?
7. What learning and development do you believe you require to apply/succeed in
this position.
Learning & Development
18. Consult Talent Review2
Check the Talent Review for the common areas of development
Learning & Development
1. Stars: Focus on the challenges outlined in
PA, ask about desired next steps.
2. Talent Pool & High committed people:
What are the lowest average score areas in
the GCM?
3. High Talented People & Regular
Development: What functions are they
clustered from - what is the functional
knowledge outlined in the PA that is missing?
4. Low Performing: Outline functional
knowledge and GCM training needed -
ensure their learning and development is
tracked
19. Local Education Cycle3
Accumulate L&D needs based on survey, GCM needs (Average CAT scores across LC
etc.), Talent Review & Personal Appraisals. You may also define these needs from
surveying LCVPs and MB and the current National Education Cycle.
Learning & Development
20. Learning & Development
Individual
discovery and
reflection
Mentoring
Learning
Circles
T
Team
Experiences
Conferences
and Seminars
Virtual Spaces;
forums, blogs
and resource
sharing
21. Feedback/Attendance -KPIs4
After each training/seminar there must be a feedback form provided to ensure that there
is constant development and adherence to member needs.
Each event/L&D training should have specific KPIs to assess the effectiveness of the
training.
Use the Talent Review the following quarter to assess the effectiveness of L&D programs
Learning & Development
Suggested KPIs:
1. Attendance % of targeted audience
2. Overall Attendance
3. % of performance growth in next quarter compared to last quarter for the
targeted audience
4. % of GCM growth in next quarter compared to last quarter for targeted audience
5. Satisfaction rate % (from feedback)
