Talent Assessment Form

Date of assessment — Set automatically at the moment the form is submitted. No entry required.

Completed by the line manager or head of department. Every field and every piece of evidence is required. The form cannot be submitted while anything is outstanding.

Section 1Line manager details

Section 2Talent profile

Career progression

Record the most recent movement first. Add as many rows as the person's history needs. At least one complete row is required.

Month	Year	Movement	Job title	Grade	Remarks

Section 3Leadership Potential Indicator

Thirty-five statements across four indicators and nine sub-elements. Mark Yes only where you can describe a specific occasion you observed. The grey line under each statement shows which programme learning area it evidences. One evidence box sits at the end of each indicator — write about the statements you marked Yes, referring to their numbers.

How to write the evidence: the SBI model

Situation: When and where it happened. Be specific about the occasion.
Behaviour: What the person actually did or said. Observable actions, not traits or opinions.
Impact: What resulted — for the work, the team, the customer or the numbers.

Example — covering statements 16 and 18: “During the March month-end close (situation), she noticed a RM48k variance in the stock reconciliation that nobody had flagged, rebuilt the reconciliation over two evenings and traced it to a duplicated goods-receipt entry (behaviour). The error was corrected before the accounts were signed off and the control she proposed is now part of the monthly checklist (impact).”

Not acceptable — “Very proactive.” “Good attitude.” “Always willing to help.” These describe an impression, not an occasion.

Leadership Potential Indicator	Indicator definition	No.	LPI Sub-Element	Behavioural statement	Yes / No

Leadership potential call

Section 4Performance history

The three years shown are taken from the year of assessment. Enter the appraisal score exactly as it appears in your own system. If only one or two years are available, leave the others blank. Remarks are optional.

Performance rating scale used *

Year	Score as recorded	Rating level	Remarks (optional)

Performance call

Section 5Talent map

Placed automatically from the performance call and the potential call above. This placement is uncalibrated and becomes a talent decision only after moderation at the calibration panel.

Potential	Performance low	Performance medium	Performance high

Placement

Section 6Aspiration, mobility and retention

Career aspiration *

Mobility *

Retention risk flags

No.	Flag	Yes / No	Notes

Retention risk

Your judgement: how ready is this person to take over your position? *

Give your own view. The system forms an independent estimate from the assessment, and the summary compares the two.

Section 7Strengths and development

Use the SBI model here too. Each box needs at least one specific occasion.

Strengths, with evidence *

Development areas, with evidence *

Recommended development action *

Summary at a GlanceAvailable once the form is complete

Every field is complete. Review the summary below, then submit the form to Envolve Alliance.

Leadership profile

Potential call—

Performance call—

Talent map placement—

Retention risk—

Succession readiness — system estimate against your judgement

System estimate, from the assessment—

Your judgement, from Section 6—