Determining staff potential

In this organization, staff's ultimate potential is one of the important promotion criteria. We call it a current estimated potential or CEP in short which is represented by the the highest job grade the staff could possibly achieve by the the time he retires. Everyone in the executive position has the CEP rating.

CEP rating is determined by the qualities demonstrated by an employee in the areas such as adaptability, learning agility, drive, realistic imagination, judgement, interpersonal influence and empathy. Evidence must be cited to substantiate the rating for each quality. You must convince the panel members that your staff had done this and that and when and whats the final result were before the rating is agreed. In general three elements make up the good evidence: situation or task assigned (ST), action taken (A) and the result (R), or we call it STAR evidence.

But CEP has proponents and opponents. Will talk later about that.

By the way, CEP rating is revised every two years in this organization. For individual staff, the rating could go up or down normally by a single job grade. If the difference is higher, the management has to study why.

I think it is a good HR tool, else everybody will be fighting for the a limited places at the top of the pyramid.