TALENT MANAGEMENT GUIDE - Trinity Health

TALENT MANAGEMENT GUIDE

PROCESSES AND TOOLS FOR MANAGING TALENT

PURPOSE

This document describes how talent management practitioners at Trinity Health examine talent for critical leadership positions, help those leaders prepare for future challenges, and ensure identified talent is showcased for future leadership roles

Copyright ? 2016 Trinity Health | Classification: Internal Revision Date 09/23/2017

Table of Contents

FOUNDATIONS OF TALENT MANAGEMENT ....................................................................................................... 1 Uses of Talent Management................................................................................................................................... 2 Outcomes of Talent Management.......................................................................................................................... 3 Talent Management Process.................................................................................................................................. 4 Roles and Responsibilities..................................................................................................................................... 5 Roles and Responsibilities (continued)................................................................................................................ 6 Talent Analysis ........................................................................................................................................................ 8 Talent Discussion Guide ........................................................................................................................................ 9 Assign a Talent Classification ............................................................................................................................. 10 Critical Leverage Positions .................................................................................................................................. 13 Positions to Consider ........................................................................................................................................... 14 Analyze Existing Positions................................................................................................................................... 15 Succession Planning ............................................................................................................................................ 17 Creation of the Leader Profile .............................................................................................................................. 18 Debrief the Talent Classification.......................................................................................................................... 19 Talent Analysis and Succession Planning Calibration ..................................................................................... 21 Hold Talent Calibration Session .......................................................................................................................... 22 Showcase Top, Emerging, and Valued Talent ................................................................................................... 24 Establish Agenda for Talent Showcase .............................................................................................................. 25 Build Action Plan Framework for each Person .................................................................................................. 26 Communicate Initially with Named Successor .................................................................................................. 28 Build Action Plan with Identified Talent.............................................................................................................. 29 Assessment............................................................................................................................................................ 30 Tool: Development Worksheet............................................................................................................................. 31 Tool: Development Planning Guide .................................................................................................................... 32 Communicate Talent Classifications .................................................................................................................. 33 Facilitate Movement of Classified Talent............................................................................................................ 35 Glossary ................................................................................................................................................................. 36

Talent Management Copyright ? 2016 Trinity Health | Classification: Internal Revision Date 09/23/2017

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FOUNDATIONS OF TALENT MANAGEMENT

Talent Management is the process by which we use a colleague's performance and potential based on observable behaviors and/or assessments to differentiate those who are being developed to be our future leaders and validate those who are in the right positions now. Classified Talent is provided with additional assessment, development or challenge opportunities to prepare them for future roles and to retain them. Top Talent is showcased for promotional opportunities. Talent Management also seeks to support changing workforce needs based on our strategic plan(s) and/or the changing nature of the industry. In these ways, Talent Management helps drive Trinity Health's organizational objectives through the assessment, development, retention and promotion of Talent.

Guiding Principles

All of the processes explained in this guide are underpinned with the following assumptions.

GUIDING PRINCIPLES Transparency

Talent needs to know how we view their potential for future roles and how they engage with the process Continual Development Talent reviews are not one time events for Classified Talent

Strategic Alignment System Office, Regional Health Ministry and individual ministry talent reviews support changing business needs in addition to colleague advancement needs

Rigor Talent will be managed with the same rigor as our fiscal capital

TRINITY HEALTH'S COMMITMENT

Trinity Health will share Talent decisions with Talent that validates assumptions and provides direction on future involvement in career development

Trinity Health's leaders are expected to have development and advancement discussions with identified successors and other colleagues interested in leadership. Additionally, leaders will support the use of various assessment tools and use that information to gain greater insight into longterm potential and career development.

Trinity Health will integrate System Office, Regional Health Ministry and individual ministry level talent reviews into the Financial & Strategic Planning Processes

Trinity Health is building a simple, practical, and reliable Talent Management Strategy that can easily be implemented by Leaders and HR Colleagues with the support of Talent Management.

Talent Management Copyright ? 2016 Trinity Health | Classification: Internal Revision Date 09/23/2017

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