1. Talent & Succession Succession Plan & 9-Box Grid Template

2. 2 Name Title Succession Plan NSV: $ M EBIT: $ M Team size: Name Title Name Title Name Title Photo Name Title Photo NSV: $ M EBIT: $ M Team size: NSV: $ M EBIT: $ M Team size: NSV: $ M EBIT: $ M Team size: NSV: $ M EBIT: $ M Team size: Emergency Cover Ready Now Ready 2-3 years Key Notes to Leader: Ensure you have a robust succession plan for your role and your people’s roles. Building bench strength means building capability of our people so that they are ‘on’ the bench, or on the succession plan, ready to step up into another role when the opportunity arises. Key to building the capability of your people is ensuring they have development conversations, robust development plans, and that you understand their career aspirations. Development goals for GLT, -1, -2, & -3 leader roles are calibrated annually, and progress on outcomes assessed.

3. High Potential Add text Medium Potential Low Potential UnacceptableBelow Meets Exceeds Potential Performance Too new to call (<6 months) Promotable – ability to do next job within 12 mths High-value Specialist Issue Lateral / Solid Perfomer High potential Talent Profile 9-Box grid Key Notes to Leader: Map your people to clearly identify talent within GWF & where they are deployed. Carefully think through placements - don’t just use the middle box as a ‘catch-all’. Identify if your people are not meeting performance standards effectively, and coach them early. Placement will vary for individuals from review to review, depending on performance & potential rating, and movement into different roles.