Competency DepthCompetency depth is the number of employees who are currently recognized as having a critical competency. This data is often collected in a skills inventory or competency management system. For example,
Financial Controller III - 3
Machine Learning Algorithms - 2
Sales Management - 14
Key Position VolatilityThe percentage of key positions that are vacated each year. This is typically the roles that you are tracking as part of succession planning.
Key Position CoverageThe percentage of key positions that have at least one employee who is viewed as qualified to immediately assume the role if required.
Key Position ReadinessThe average readiness assessment score for your talent pool. For example, a leadership development program may score participants on their readiness to assume an executive management role.
Internal Placement RateThe percentage of key positions that are filled with an internal candidate.
Talent Pool AgeThe number of days that your talent pool spend waiting for a promotion or to fill a vacated position. If you have a leadership development program, employees in this program will have an expectation of being promoted and may become dissatisfied waiting for a position to become available.
Promotion RateThe percentage of high performers in an organization who receive a promotion in a year. This tends to highlight problems such as spending money recruiting external candidates when you have high performing employees waiting for a promotion who may be qualified for the role.
SummaryBench strength is a count of the number of employees who are fully qualified for a key position.
|Overview: Bench Strength
An organization's ability to immediately fill critical positions with a talented internal candidate.