Tool Summary

Tool Summary
Tool Title:
Position Prioritization Tool

Purpose:
To prioritize succession planning resources based on the criticality and retention outlook of position

User Guidelines:
Ø Step 1: List positions to be evaluated
Ø Step 2: Evaluate positions' criticality & retention outlook
Ø Step 3: Plot postitions on the retention-criticality matrix

Definitions
Criticality—the impact a position has on the strategic imperatives of the organization. These impe
customers, and the characteristics of the position in terms of time-to-fill, skills required, and adapta

Retention Outlook—the liklihood that the organization will be able to retain the employee current
scores indicated in step three help determine the presence of drivers of intent to stay among positio

[email protected]
www.sdm-indonesia.net
Step 1: List Positions to be Evaluated
Enter up to 100 positions you would like to evaluate in the yellow cells below. These positions will appear in the evaluation
sheet that follows. [email protected]
www.sdm-indonesia.net

Positions
Position 1
Position 2
Position 3
Position 4
Position 5
Position 6
Position 7
Position 8
Position 9
Position 10
Position 11
Position 12
Position 13
Position 14
Position 15
Position 16
Position 17
Position 18
Position 19
Position 20
Position 21
Position 22
Position 23
Position 24
Position 25
Position 26
Position 27
Position 28
Position 29
Position 30
Position 31
Position 32
Position 33
Position 34
Position 35
Position 36
Position 37
Position 38
Position 39
Position 40
Position 41
Position 42
Position 43
Position 44
Position 45
Position 46
Position 47
Position 48
Position 49
Position 50
Position 51
Position 52
Position 53
Position 54
Position 55
Position 56
Position 57
Position 58
Position 59
Position 60
Position 61
Position 62
Position 63
Position 64
Position 65
Position 66
Position 67
Position 68
Position 69
Position 70
Position 71
Position 72
Position 73
Position 74
Position 75
Position 76
Position 77
Position 78
Position 79
Position 80
Position 81
Position 82
Position 83
Position 84
Position 85
Position 86
Position 87
Position 88
Position 89
Position 90
Position 91
 Position 92
Position 93
Position 94
Position 95
Position 96
Position 97
Position 98
Position 99
Position 100
Step 2: Evaluate Positions' Criticality & Retention Outlook
[email protected]
www.sdm-indonesia.net
Use the drop-down boxes provided to assess Key to Evaluate Criticality/Retention Outlook
each position against the criteria provided for of Each Position
criticality and retention outlook. Very Low 1
Low 2
Moderate 3
High 4
Very High 5

POSITIONS

CRITICALITY OF POSITION
Impact on Business Results

Level of impact on bottom-line results

Extent to which position involves

identifying/developing growth opportunities in the
organization

Extent to which position involves developing

strategy or designing new products

Extent to which position optimizes business

processes and resources that drive global
performance

Extent to which position drives revenue

Level of risk to the business if position is left
vacant

Extent to which position manages other critical

positions

Extent to which position involves relationships with

external customers

Extent to which position influences the performance

of other positions

Extent to which position requires working across

organizational boundaries

Extent to which position requires exercising broad

decision-making authority

Extent to which position requires using a wide range

of skills and/or using rare skills

Extent to which position requires adapting work

plans to changing circumstances

Current market value of the position [Consult with

Compensation and Recruiting to answer this
question.]
Extent to which other organizations value this
position [Consult with Recruiting to answer this
question.]
Degree of competition for this position in the
marketplace [Consult with Recruiting to answer this
question.]
 Total Criticality Score
RETENTION OUTLOOK FOR EMPLOYEE

Extent to which future career opportunities are

present within the organization

Level of position's exposure to senior leaders and

the degree to which the exposure has been
favorable

Extent to which total compensation is favorable

compared to market rates for the industry

Extent to which the position involves challenging

and stimulating work

Extent to which performance of employee in

position is consistently strong

Extent to which employee is free from additional

factors (e.g., retirement plans) that increase the
vacancy risk of the position
Total Retention Outlook Score
 Retention Outlook
Low Medium High

High
Criticality

Medium

Low
Post-Identification Strategies
Below are examples of strategies organizations can adopt to increase the retention outlook of critical positions.
[email protected] www.sdm-indonesia.net
1. Demonstrate 'credible commitment' towards long-term employee development

2. Provide individual development plans for employees in order to monitor progress and satisfaction in the workforce
Training &
Development 3. Connect employees with talented co-workers to enable them to develop in nearly all aspects relevant for high-performance

4. Offer critical talent development opportunities such as job rotations, stretch assignments, etc.

1. Provide specific, outcome-focused clarification of performance expectations

2. Emphasize employee strengths in reviews while grounding discussions of weaknesses in specific suggestions for improvement
Performance 3. Provide fair and accurate informal feedback
Management
4. Match employees to jobs carefully; employees who understand and enjoy their work significantly outperform those who do not
5. Instill a performance culture by promoting open communication, flexibility, innovation and risk taking

1. Celebrate employee accomplishments

2. Tie compensation to performance

Rewards & 3. Offer performance-based bonus, incentive, or reward programs to recognize critical talent
Recognition
4. Hold supervisors accountable for employee retention by tying their compensation to effectiveness at retaining key employees

5. Offer competitive compensation and benefits package

Managers can drive employee engagement through the following activities:

1. Assign tasks efficiently to avoid frustration with day-to-day work
Employee 2. Proactively present development opportunities in order to maximize rational commitment
Engagement 3. Ensure management commitment to diversity
4. Demsonstrate honesty and integrity
 Employee
Engagement