Talent Review Leaders Guide

©2016 CVS Health and/or one of its affiliates

Reinforcing the Purpose of a Talent Review

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What capability is

needed?

What do you

have?

Where is the

gap? Bu

sin

ess S

trate

gy

Planned Moves

Targeted

Development

Retention

Strategic Hires

Measu

re a

nd

Valid

ate

Connecting our business strategy with the quantity and quality of talent required to execute

Identifying and aggressively developing key talent (green box)

Putting the best talent in every role

Roles in the Talent Review Process

3

Business Leader (Host)

Business Leader (Participant)

HRBP

• Educate leaders on the process & tools

• Collaborate with Business Leaders by asking probing questions to drive talent insights

• Prepare Business Leaders to present at Talent Review Meeting

• Coordinate the Talent Review Meeting

• Collaborate to create impactful development recommendations

• Communicate importance of

the Talent Review Process

• Ensure proper Talent Review

tools are used

• Prepare for and lead the Talent

Review Meeting

• Collaborate with HR to

complete Talent Review

deliverables

• Prepare for the Talent Review

– Complete/update Talent

Profiles for each direct

report (if applicable)

• Leverage leadership

competencies &

Potential Identification

Tool

– Complete Nine Box Talent

Matrix

– Identify critical roles &

successors

– Update Talent Priorities &

Outcomes

• Ensure confidentiality and

integrity of the process & data

• Follow through with specific

action items identified in the

Talent Review Meeting

Roles & Responsibilities

CVS Health Talent Review Process

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5. Track Progress and Measure Results

4. Define Development Actions

3. Calibrate Talent

2. Identify Critical Roles and Succession Slates

1. Assess Talent

The key to successful talent reviews lies in both the process involved in preparing for the talent

review and the resulting high-quality talent discussions. Driving development plans, tracking and

measuring ensures we have the right talent in the right roles to deliver on the business strategy.

Step 1: Assess Talent

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Gather data on an individual’s potential, performance, experiences, competencies and career aspirations.

Assess Potential

Complete a Talent Profile

Plot individual on Nine Box Talent Matrix.

Potential

Identification

Tool

Talent Profile

Nine Box

Talent Matrix

Potential Identification Tool

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Page 1

Potential Identification Tool

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Page 2

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Nine Box Talent Matrix

2. Identify Critical Roles and Succession Slates

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Identify critical roles and succession slates

Identify Critical Roles

Identify Successors For Critical Roles

Talent

Dashboard

Succession

Template

10

Critical Role / Incumbent(s) Contingent Ready: Now Ready :1-3 yrs Comments

Key: *Diversity + Retention Risk (LF) Leadership Forum (EP) Executive Pool

Succession Plans: Dept

3. Calibrate Talent

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High Quality Talent discussion

Recap BU 2015 Talent Priorities &

Outcomes

*Review and update succession slates for CEO+4 critical roles

readiness, risks, diversity, trends

Identify Runway (Green Box Talent )

Early Career Professional

Watch Outs

Development recommendations

for key talent

Set 2016 Talent Priorities

2015

Talent Priorities

& Outcomes

Template

Succession Plan

Template

Talent Summary

Template

2016

Talent Priorities

& Outcomes

Template

(Year) Talent Priorities & Actions

What are the 3 or 4 organizational issues we are trying to solve for with our talent moves, changes

and development

Actions

1.

2.

3.

4.

•

Update of Results Since Last Year

(Year) Talent Summary

Green Box (Runway)

Name Notes

Early Career High Potentials

Name Notes

Key: *Diversity + Retention Risk, (LF) Leadership Forum, (EP) Executive Pool

Watch Outs

Name Notes

(Year) Talent Priorities & Actions

What are the 3 or 4 organizational issues we are trying to solve for with our talent moves, changes

and development

Actions

1.

2.

3.

4.

•

4. Define Development Actions

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Customize development activities to provide Key Talent with the specific skills and experiences they will need to succeed in more

senior roles.

Partner with leader to support

development of Key Talent

Individual

Development

Plan

Track and Measure

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Track the implementation and execution of Individual Development Plans for Key Talent/Succession Slates

The outputs of the talent review process are targeted and prioritized talent

action plans that align with key business objectives.

Benefits and Outcomes of the Talent Review Process

17

• Shared understanding of how the talent addresses critical

business needs & business strategy

• Identification of critical roles, successors, and contingency

plans

• Clear visibility to Key Talent/Early Career Professionals

through updated Nine Box Talent Matrix

• Awareness of retention risks, mobility and diversity concerns

• Targeted development initiatives for Key Talent – Leadership Forum

– Retail/PBM Leaders of Tomorrow

– Career Maps

– External development (i.e. Women Unlimited – Forum for Executive Women and

LEAD)

Outcomes of an Effective Talent Review