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Performance & Succession: Talent Health, Readiness & Bench Strength

Performance & Succession

Talent Health, Readiness & Bench Strength

Operating System for Talent Decisions

This infrastructure connects performance calibration, succession mapping, readiness planning, and internal mobility into a unified system — transforming how we identify, develop, and advance leadership talent.

62%
Ready Now Coverage
Critical roles with identified successors
24%
Ready Soon (≤12mo)
Successors in development pipeline
58%
Bench Depth ≥2
Roles with multiple qualified successors
14%
Risk of Loss (Hi/Med)
Critical talent with flight risk indicators
41%
Internal Fill Rate
Critical roles filled from within
35 days
Time-to-Backfill
Average for internal succession moves

Succession 9-Box: Performance × Potential

9-Box Grid showing talent distribution by performance and potential Visual representation of talent segmentation across performance and potential dimensions POTENTIAL → PERFORMANCE → Moderate High Exceptional Low Strong Top Ready Now (18%) Core Performers (32%) Watch List (12%)
Talent distribution showing 18% ready-now successors, 32% core performers, and development priorities
Process Note: Calibrated quarterly in Lattice; slate governance conducted with HRBP/Finance alignment

Bench Strength Heatmap: Succession Depth by Role

Heatmap showing succession bench depth across critical roles Color-coded visualization of successor availability (0-3+) for each critical role No Bench 1 Successor 2 Successors 3+ Successors VP Sales ✓ VP Engineering ✓ Dir Marketing ✓ Dir CS ⚠ Dir Product ✓ Dir Finance ✓ High Risk Moderate Good Strong
58% of critical roles have bench depth ≥2; 14% identified as high-risk with gap closure plans in progress

Risk & Readiness Matrix

Matrix showing talent readiness versus retention risk Strategic view of succession candidates plotted by readiness timeline and flight risk level RETENTION RISK → READINESS → Low Medium High Ready Later Ready Soon Ready Now 12 8 5 9 6 4 7 5 Promote Fast Retain & Develop Urgent Action
12 ready-now candidates with low flight risk; 5 ready-now candidates at high risk requiring urgent retention action
Process Note: IDPs tracked monthly; readiness criteria aligned to role competencies and assessed through calibration

Calibration Workflow: Annual Cycle

Annual calibration workflow diagram Step-by-step process from criteria setting through talent movement tracking Set Criteria Define readiness standards & role competencies Q1 Calibrate 360 reviews, 9-box placement, HRBP/Finance align Q2 Finalize Slates Lock succession plans & backup candidates Q3 IDPs & Track Development plans & movement monitoring Q4 Annual Review & Refinement
Quarterly cadence ensures continuous alignment between performance, succession planning, and development investment

Talent Health Dashboard: Composite Metrics

Composite talent health metrics dashboard Key indicators for promotion rate, retention, mobility, and diversity in succession slates Promotion Rate 18% ↑ 6pts YoY Hi-Po Retention 92% Target: 90% Internal Mobility 27% Lateral + Vertical Diversity in Succession Slates 44% URG + Women Succession Slate Diversity Trend 50% 35% 20% FY22 FY23 FY24 FY25 FY26
Diversity representation in succession slates increased from 28% (FY22) to 44% (FY26); monitoring shows trend, not quotas
Process Note: Diversity monitoring shows slate representation trends, not quotas; used to identify and address systemic gaps in pipeline development

Dataset: Succession Planning Metrics

Role Critical Incumbency Risk Ready Now Ready 12mo Ready 24mo Bench Depth Backfill (Days)

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