Managing the Readiness Assessment Event

The Readiness Assessment Event is a critical step in evaluating candidates for succession. To ensure a smooth and efficient process, the following readiness setup components must be fully configured before initiating the event:

1. Assessor Type Setup: Define the roles involved in the assessment process and their responsibilities.
2. Job Assessor Mapping: Assign specific assessors to each job and map them to predefined assessor types.
3. Readiness Indicators: Establish the criteria for evaluating readiness, tailored to each job or staff type.
4. Readiness Form: Create a structured form with all relevant indicators for evaluators to complete.
5. Readiness Overall Rating: Configure the system to calculate and display the final readiness score based on aggregated inputs.

Steps to Initiate and Manage the Readiness Assessment Event

Once the readiness setup is complete, HR can initiate the assessment event with the following steps:

1. Initiate the Readiness Assessment Event
   HR initiates the readiness assessment event for a specific job being evaluated for succession. This step ensures that all required data, configurations, and criteria are properly linked to the event. For each identified potential candidate for the role, a readiness assessment form is automatically generated, enabling a structured and consistent evaluation process tailored to the job’s requirements.
2. Review Records for Accuracy
   The assessment records are automatically created in the "For Review" screen. HR reviews these records to confirm that the details are accurate and align with the predefined setup.
3. Distribute the Readiness Form to Evaluators
   HR sends the readiness form and it is sent to each of the designated evaluators. Each evaluator completes their portion of the form at their convenience. The Succession Staff receives a notification when each evaluator/assessor completes the Readiness Assessment form.
4. Aggregate Scores and Finalize Readiness Rating
   When all evaluators have submitted their responses, the system tallies the points based on the weights for their assigned sections and the system aggregates the scores. The final readiness score places the candidate into one of the predefined categories. e.g.: Ready Now, Ready in 1-2 Years, or Needs Development.

This structured process ensures a comprehensive and collaborative evaluation, incorporating both strategic insights from HR and direct observations from managers.