Tool: Talent Review Frequently Asked Questions (FAQs)

1 Tool: Talent Review Frequently Asked Questions ( faqs ) Trinity Health | Talent Management Page 1 of 2 Rev. Date 09/23/2017 What's the purpose of a Talent Review ? The purpose of a Talent Review is to enable executive leaders to have transparent conversations as they discuss information related to past performance (what and how well a colleague has done) and future potential (what a person is capable of doing in the future and how), particularly of those colleagues being considered to occupy key positions in alignment with our business strategy. During the Talent Review process, our foremost goal is to meet Trinity Health's future Talent needs and build a robust pool of senior leaders that is reflective of the communities we serve. What is Trinity Health's standard process for completing annual Talent Reviews? During Talent Review meetings, leaders Review the performance and potential of their direct reports, make decisions, and discuss development.

2 CHROs, HR Business Partners, Ministry Talent Practitioners, and the System Office Talent Management team will support leaders in facilitating this three-step Talent Review process. STEP 1: ANALYZE STEP 2: CALIBRATE STEP 3: DISCUSS Leaders determine the Talent Classifications of their direct reports Leaders meet with theirs leaders (and possible their peers) to validate and adjust the classifications made and share information about classified Talent direct reports Leaders meet with each of their direct reports to share how they are currently viewed from a leadership perspective, tell them their current Talent Classification, and emphasize share responsibility for development When will FY18 Talent Reviews take place? FY18 Talent Reviews will begin in October 2017 and data must be returned to the System Office Talent Management team by end of December 2017 in order to for the presentation to the Trinity Health Board in March 2018.

3 What are the benefits of gathering Talent data? Talent Analysis data received from our Ministries enables Talent Management to: Be more strategic in building bench strength for critical executive roles Create internal candidate slates for promoting and facilitating the movement of qualified Talent Ensure that our executives have successors identified Focus on the development and retention efforts of classified Talent Talent Analysis data also enables our Ministries to: Recognize their own bench strength to position Talent for key leadership roles Have local data to support Talent decisions and support their changing workforce Understand local Talent pools and identify qualified individuals with the potential to move into larger roles Identify actions (development, stretch assignments, etc.) needed to support and improve Talent Tool: Talent Review Frequently Asked Questions ( faqs ) Trinity Health | Talent Management Page 2 of 2 Rev.

4 Date 09/23/2017 Which leaders are expected to analyze Talent and facilitate Talent discussions with their direct reports? This year the following leaders will participate in Talent Reviews: Ministry Leaders C-Suite/VPs CEOs and Presidents Regional CEOs System Office Leaders Vice Presidents System Leadership Council Executive Leadership Council What standard tools are available to assist leaders and Talent Practitioners in facilitating a consistent Talent Reviews? Talent Review Assess Potential Tool Talent Review Talking Points for Managers Talent Review Discussion Guide Talent Review HR Leader Meeting Script Email Communications for Leaders FY18 Talent Analysis Spreadsheet (for RHMs not on Workday) What's the difference between Performance, Potential, and Readiness? Performance is defined as leaders delivering exceptional results sustained over a long period of time in a way that is consistent with Trinity Health's values.

5 Potential is defined as leaders having the agility, ability, relationships, and aspirations for advancement to increasingly more senior level positions. Readiness is defined as the timing in which classified Talent can be appropriately prepared and developed for future opportunities. What does it mean to Calibrate Talent and when should it happen? Talent Calibration is the process whereby senior leaders validate and finalize Talent Classifications by reviewing and discussing their Talent for the purpose of planning succession and development that will help to increase the organization's Talent capabilities and preparedness for future Talent needs. Talent calibration should be completed before discussing Talent Classifications with direct reports. Where does Succession Planning fit into the Talent Review process? Talent Reviews is assessing a person's readiness to move into a broader/more complex role.

6 Succession Planning is ensuring there is a pipeline of Talent ready to move into the future leadership needs of the organization. Succession plans are the outcome of the Talent Review process. Successors to positions should be identified during Talent Review discussions.