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Rating Determination from the Readiness Assessment Form
After the manager, HR and other executives complete the form, a rating is generated by weighing each indicator according to its importance for the role’s success. Here’s how the rating typically works:
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Weighted Scoring:
- Each readiness indicator (e.g., leadership potential, learning agility, etc. ) is assigned a weight based on its relevance to the critical role. For example, leadership potential and behavioral fit may have higher weights if they are crucial for a leadership position.
- Score Averaging: Manager, HR and Executive inputs are scored on a 1-3 scale, which is then automatically averaged by the system based on the weights to give a final readiness score.
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Readiness Categories:
- Based on the weighted score, the average candidate is automatically categorized as:
- Ready Now (Score 2.01 - 3): Candidate is immediately prepared for the role.
- Ready in 1–2 Years (Score 1.01 - 2): Candidate has strong potential but needs further development.
- Needs Development (Score 0 - 1): Candidate may require additional experience or training before advancing.
- Based on the weighted score, the average candidate is automatically categorized as:
Example of Readiness Scores Compared for Three Candidates
| Criteria | Weight | Candidate A | Candidate B | Candidate C |
|---|---|---|---|---|
| Leadership Potential | 25% | 3 (High) | 2 (Moderate) | 3 (High) |
| Key Competencies Met | 20% | 3 (High) | 3 (High) | 2 (Moderate) |
| Acting Experience | 10% | 2 (Moderate) | 3 (High) | 1 (Low) |
| Learning Agility | 10% | 2 (Moderate) | 3 (High) | 3 (High) |
| Interpersonal Skills | 5% | 3 (High) | 2 (Moderate) | 2 (Moderate) |
| Behavioral Fit | 10% | 3 (High) | 2 (Moderate) | 3 (High) |
| Position History | 10% | 2 (Moderate) | 2 (Moderate) | 3 (High) |
| Risk of Leaving | 5% | 1 (Low) | 3 (High) | 2 (Moderate) |
| Development Needs | 5% | 2 (Moderate) | 2 (Moderate) | 3 (High) |
| Total Weighted Score | 2.55 | 2.6 | 2.65 | |
| Readiness Rating | Ready Now | Ready Now | Ready Now |
Example of Final Score Calculation
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Candidate A:
- (3×0.25)+(3×0.20)+(2×0.10)+(2×0.10)+(3×0.05)+(3×0.10)+(2×0.10)+(1×0.05)+(2×0.05) =2.55
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Candidate B:
- (2×0.25)+(3×0.20)+(3×0.10)+(3×0.10)+(2×0.05)+(2×0.10)+(2×0.10)+(3×0.05)+(2×0.05) =2.6
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Candidate C:
- (3×0.25)+(2×0.20)+(1×0.10)+(3×0.10)+(2×0.05)+(3×0.10)+(3×0.10)+(2×0.05)+(3×0.05) =2.65
Compare Candidates Succession Readiness Ratings
Final Selection
- The candidate that achieves the highest weighted score can be selected as the successor.
- Other Candidates can remain as strong alternates and may continue to receive development to be prepared for future roles.
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