Building a Strong Talent Pipeline: Strategies for Growth, Retention, and Succession in Higher Education Foundations-North Spring Talent Assessment

North Spring Talent Assessment

Pdf Summary

The document provides a framework for assessing employee performance and potential through key indicators and sample questions. It distinguishes between performance indicators, which focus on what an employee achieves, and potential indicators, which relate to qualities and behaviors that suggest growth capacity.<br /><br />Aspiration is defined as an employee's desire to take on more work aligned with career advancement. Assessors should evaluate the employee’s willingness to accept additional tasks or special assignments to expand their organizational impact. Learning Agility reflects the employee’s ability and willingness to acquire skills and learn from experience, including embracing extra responsibilities or projects.<br /><br />Business results measure achievements against goals over review periods, overall role contribution, and recognition received such as awards or kudos. Behaviors pertain to how well the employee demonstrates core values and role competencies. Drive refers to motivation to achieve necessary outcomes, while Interaction Skills describe the employee’s ability to collaborate, manage relationships, and self-regulate.<br /><br />Key assessment questions include how the employee adapts and learns from successes and failures, handles increased pressure, constructs responses to adversity, and acts with dignity and integrity. Together, these indicators provide a holistic view of both current performance and future potential, enabling leaders to make informed talent decisions aligned with organizational needs.

Keywords

employee performance assessment

potential indicators

aspiration in career

learning agility

business results measurement

behavioral competencies

employee drive

interaction skills

talent evaluation framework

organizational impact