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Administrator Guide
Last Updated: 2026-05-01
Steps: Set Up Assess Potential

Steps: Set Up Assess Potential

Assessment values enable you to identify good candidates for succession. These values can include:
  • Achievable promotion level relative to current position.
  • Perceived risk of leaving the company.
  • Potential.
  • Potential impact of loss.
  • Custom values.
You can assess employee potential independently or as part of:
  • Calibration.
  • Employee reviews.
  • Talent Reviews.
To assess potential during calibration, create a calibration program that enables you to update potential assessment during calibration.
To assess potential during employee reviews, include the
Assess Potential
 subprocess in these business processes:
  • Start Performance Review
    .
  • Start Development Plan
    .
To access the
Assess Potential
 task on mobile, configure the task as a:
  • Step on the
    Start Performance Review
     business process.
  • Section on the talent review template.
  1. Access the
    Maintain Potential
     task.
    Create the codes that define the potential to move into a position identified for succession planning.
    Security:
    Set Up: Talent
     domain in the Talent Pipeline functional area.
  2. Access the
    Maintain Readiness
     task.
    Create the codes that define candidates' readiness to move into a position identified for succession planning.
    Security:
    Set Up: Succession
     domain in the Talent Pipeline functional area.
  3. Access the
    Maintain Retention
     task.
    Create codes that define employees' risk of leaving the company.
    Security:
    Set Up: Talent
     domain in the Talent Pipeline functional area.
  4. Access the
    Maintain Loss Impact
     task.
    Create the codes that define the impact of losing an employee.
    Security:
    Set Up: Talent
     domain in the Talent Pipeline functional area.
  5. Access the
    Maintain Achievable Levels
     task.
    Create the codes that define levels to advance to the position identified for succession.
    Security:
    Set Up: Talent
     domain in the Talent Pipeline functional area.
  6. (Optional) Access the
    Maintain Talent Matrix Setup
     task.
    Enable the configurable
    Potential Assessment Value
     fields that you want to use, and enter labels for them.
  7. (Optional) Access the
    Maintain Succession Plan Setup
     task.
    Enable nomination tracking to nominate employees to job profiles during potential assessment.
  8. Edit Business Processes.
    Configure these business processes:
    • Assess Potential
    • (Optional)
      Assess My Team's Potential
    • (Optional)
      Start Potential Assessment
    The
    Start Potential Assessment
     business process enables you to start the performance review with a potential assessment.
  9. Configure these business process security policies in the Career and Development Planning, Performance Enablement, and Talent Pipeline functional areas:
    • Assess Potential
    • (Optional)
      Assess My Team's Potential
    • (Optional)
      Start Potential Assessment
  10. Activate Pending Security Policy Changes.
Access the
Employee Potential
 report to review employee attributes. You can use the
Assess Your Team's Potential
 task to assess an organization that you have a role on.
To assess potential during calibration, create a calibration program that enables you to update potential assessment during calibration. See Set Up Calibration Programs.
To assess potential during employee reviews, include the
Assess Potential Initiating Action
 subprocess in these business processes:
  • Start Performance Review
  • Start Development Plan