FY27 · TALENT REVIEW PRIMER

Make a forward-looking call,
then show your evidence.

This review is about executive potential and readiness for broader scope—not a second performance rating. Use the packet, current work, observed behavior, and calibration to make a provisional judgment you can explain.

Population for this deskFour Grade 10+ leaders · due Aug 19

Do not force a distribution across a team of four. Assess each person against the definitions and available evidence.

The four placements

Potential, not current performance
Highest Potential

Consistently demonstrates the capacity, aspiration, and enterprise impact for significantly broader executive scope.

Stretch

Shows credible indicators of broader-scope potential, with specific experiences or outcomes still needed to validate it.

Engage

Strong contribution in current or adjacent scope; focus on sustained engagement, mastery, and targeted growth.

Develop Potential

Potential is emerging or evidence is incomplete; define focused development and observe progress before a broader call.

What you complete in Workday

Six required fields
  1. 01
    Executive Potential

    Select one of the four placements.

  2. 02
    Attrition Risk

    Use a current, direct signal—not assumption or market stereotype.

  3. 03
    Business Impact of Loss

    Consider scope, scarce expertise, relationships, and concentration of dependency.

  4. 04
    Ready for Next Move

    Answer whether the person could move within 12 months into a concrete broader role.

  5. 05
    Notes for Placement

    State impact, broader-scope evidence, counter-evidence, and your conclusion.

  6. 06
    Development Actions

    Name up to three observable experiences or outcomes for the next 12 months.

Recommended sequence

No pre-review meetings required
1Gather

Review prior placement, performance, current outcomes, and direct collaboration evidence.

2Draft

Make a provisional call and record evidence both for and against it.

3Calibrate

Test consistency, bias, role availability, and whether “Ready” refers to a real next move.

4Submit

Enter the six fields in Workday after leadership alignment.

5Communicate

Discuss development after alignment; do not promise placement or promotion.

Evidence check

Before you finalize

  • Am I separating performance from potential?
  • Do I have examples across time, not one visible moment?
  • Did I weigh adoption and outcomes, not only activity?
  • Would I describe the same behavior consistently across people?
  • What evidence would change my recommendation?

Always-on refresh

Revisit the record when scope changes, a material outcome lands, readiness evidence changes, attrition signals emerge, or leadership calibration produces new context. This desk is decision support; Workday remains the system of record.