Phase 3: Assess Candidates
At this step in the process, supervisors will complete an assessment on each of the candidates identified in the previous step.
Candidate Assessment Tool
The Candidate Assessment Tool (CAT) contains the following resources:
- Assessment Tool - Allows supervisors to evaluate a candidate’s readiness for succession opportunities by assessing their performance and potential.
- Interest Tool - Completed in the next step described in Phase 4: Confirm Candidate Interest.
- Rating Definitions - These rating definitions can be helpful for supervisors to ensure that Performance/Potential rating combinations are in alignment with what they know to be true of the employee they are assessing.
Performance Ratings
Performance ratings are a comprehensive list of leadership behaviours and skills, aligned to the LEADS in a Caring Environment capabilities framework. Supervisors assess the potential of each candidate by assigning ratings in each of the following categories - aspiration, learning agility, alignment to organizational core values, and engagement.
When all ratings are complete, each candidate will receive a score, which will provide an overall performance and potential rating of High, Medium, or Low in both categories.
Readiness Categories
Based on the overall performance and potential ratings, a candidate will move into one of three ‘readiness’ categories.
While the performance and potential ratings determine the readiness score, the job qualifications listed in the job description are also a key point of consideration for supervisors as they evaluate candidates.
Ready Now
This rating means that a candidate is ready to move into next-level leadership positions at any point within the next 0-12 months. If you have a “Ready Now” candidate within your portfolio, and no expected succession opportunities in the short or medium-term future, this may be an individual who should be considered for succession opportunities in other areas of the organization. High Performance/High Potential teammates with an interest in succession opportunities could be at risk to leave the organization if there is a lack of opportunity to take on new challenges and succeed to new roles.
Ready Soon
This rating means that a candidate may be ready for next-level leadership opportunities within the next 1-2 years. Whatever the reason for requiring more time, these individuals are key contributors who, with a little more experience, training, etc. are likely to progress to “Ready Now” candidates. Leaders of “Ready Soon” candidates should be intentional about working with these team members to create learning plans, provide challenging/stretch assignments, and consider mentorship, leadership coaching, etc. to help spur on continued growth and development.
Not Ready
This rating means that an employee is not ready for next-level leadership opportunities within the next 2 years and is not a succession candidate at this time. Ongoing learning and growth for “Not Ready” employees will be through the Performance Leadership pathway and leaders should consider reassessing succession readiness in 12 months’ time.
Next Steps
Once the assessment is complete, supervisors can move on to confirming each candidate’s interest in succession opportunities.