In HRplus, the 9-box calculation plays a critical role in identifying and developing high-potential talent. Before the actual 9-box assessment, HRplus uses a series of well-defined, calibration and filtering activities to ensure that only those employees with strategic impact potential are evaluated. This targeted approach focuses on roles essential to business continuity and those with leadership potential, making the 9-box tool a valuable asset in succession planning. Here’s how the selection and 9-box calculation process typically unfolds:

1. Employee Selection for 9-Box Calculation

The 9-box grid is generally reserved for employees in critical roles or high-potential positions, rather than applying it broadly across the workforce. To focus on future leaders:

• Focus on Critical Groups: Employees eligible for the 9-box calculation are often those holding roles essential to business operations or those who show promising leadership potential.
• Performance and Potential Pre-Assessment: Initial selection involves screening employees based on recent performance appraisals, manager nominations, and other indicators of strategic impact potential. This early filtering ensures that only employees with leadership promise or business-critical roles are included in the process.

2. Preparation Activities in the HRplus System

With HRplus, specific pre-assessment activities ensure accurate and valuable 9-box outcomes:

• Talent Pool Identification: Managers and HR teams use HRplus’s talent management features to identify high-potential employees. Metrics such as KPIs, appraisal scores and 360 feedback results inform these selections, helping focus the 9-box calculation on the most impactful talent.
• Data Collection and Review: HRplus facilitates the collection of relevant data—performance metrics, competencies, development history—creating a robust foundation for assessment. This data is gathered from 360 reviews, recent appraisals, and employee goal achievements.

3. Manager and HR Collaboration

Calibration meetings between managers and HR ensure that each employee’s potential and performance are objectively assessed:

• Calibration Sessions: Managers and HR hold calibration discussions to avoid biases and ensure consistency across departments. This collaborative process aligns each team’s talent evaluation standards, enhancing the 9-box grid’s effectiveness in identifying succession candidates.
• Feedback and Inputs: Managers provide specific feedback on selected employees, focusing on leadership potential, readiness for increased responsibility, and overall fit for future roles.

4. 9-Box Calculation and Placement

The final 9-box placement leverages HRplus’s automated capabilities:

• Automated Calculation: With relevant employee data in place, HRplus automates the 9-box placement using standardized performance and potential metrics. This step ensures precise positioning within the grid based on pre-set criteria.
• Customizable Parameters: HRplus allows for customization within the 9-box calculation, enabling HR teams to input specific criteria for performance and potential ratings (such as recent appraisals and 360 review scores) to refine the placement formula.
• Competency Mapping: HRplus allows HR to map employee competencies against role requirements, identifying skills gaps and highlighting development needs after their 9-box placement. This mapping provides insights into each employee’s growth potential and alignment with critical role requirements.

Summary of Pre-9-Box Activities in HRplus

The calibration and filtering process in HRplus leading up to the 9-box calculation helps create a succession pipeline with targeted, high-impact talent. By:

• Identifying critical roles and high-potential employees early,
• Collecting relevant data from appraisals (including competencies), feedback, and performance metrics,
• Calibrating ratings in collaboration with managers for consistent evaluation standards, and
• Utilizing HRplus to automate or customize the 9-box grid,

HRplus optimizes the succession planning process. This approach ensures that the 9-box grid remains a reliable and effective tool for developing leadership talent and strengthening organizational continuity.