Nicole Cummings Human Resources Manager Cakebread Cellars

1. Nicole CummingsHuman Resources ManagerCakebread Cellars

2. Creating Career Development Paths for Lower and Mid-Level Employees Nicole Cummings, PHR Cakebread Cellars

3. “Ability is of little account withoutopportunity.”– Napoleon Bonaparte Career Paths

4. Talent Pyramid

5. Process by which managers assess team members to provide them with growth and job enrichment opportunities….Talent Assessment Process Differentiate Employees • Underperformers: Just "get by," delivering barely acceptable results. Top performers:Define the standard for exceptional performance by consistently delivering results and motivating others to do so as well. • Solid performers: Consistently meet expectations but may not be on a fast track within the organization.

6. A formalized process used to identify and facilitate development of employees and leaders for the future of the organization. Goals Assess employee talent strengths and development needs Identify high potential for future professional and leadership roles Create an action plan for development of critical competencies for future roles Develop a succession pipeline and bench strength Improve your ability to meet business objectives today and over the long term What Is A Talent Assessment?

7. Nine Box Methodology All employees Consider each employee in your department individually Strategic Contributor Tactical Contributor Individual Contributor Talent Assessment Plan Employees identified for future critical role Cakebread Cellars Talent Process

8. Nine Box Grid Y Tactical Leadership Potential X Performance/Contribution

9. LeadershipPotential PerformanceContribution

10. What skill sets and competencies are needed to successfully meet the department’s goals and initiatives? What business expertise is most critical? Where do you have strengths in these competencies? Where do you have gaps? What actions are needed to develop current talent to close the gaps? How are you building bench strength? Career Paths Succession Plans Talent Assessment Meeting

11. Employees identified for future critical role Determine retention risk List performance development completed Identify current competency strengths and gaps State career path and succession plan Career path – destination jobs Within department or outside Projected readiness date for next role Current incumbent Discuss alignment of rewards, recognition, and retention strategies Talent Assessment Plan

12. Individual Development Plans • Tool to assist employees in career and personal development. • Help employees reach short and long term career goals AND improve current job performance. • Partnership between the employee and manager-involves preparation and continuous feedback.

13. Benefits of IDP’s

14. IDP Activities Employees and supervisors work together to complete the IDP, however employees are ultimately responsible for taking the initiative for their development. Examples of activities one may utilize for further development and include in a plan: • Formal training • Mentoring and coaching • Rotational/Detail assignments

15. Cakebread Cellars IDP

16. Thank You Questions?