Technician Talent Review

Driving Supervisor Assessment, Expectations and Accountability

Kevin Jones
October 2016
Technician Talent Review - Purpose

Provide a pathway to identify possible solutions to improve
productivity on a particular team that could positively affect
the groups overall performance

Empower supervisors to develop their skills and achieve

greater results from their teams

Drive talent alignment

Build leadership capabilities

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Technician Talent Review - Purpose
TTR process adds significant value through multiple levers:
Identify high-potential technicians
Provides assessment and calibration of supervisor potential
Identify skillset gaps, performance management gaps and coaching
opportunities
Supervisors demonstrate leadership capabilities along with their teams
capabilities
Drives accountability and alignment of performance expectations between
Director and leadership

Provides real-time capability evaluation &

alignment of frontline leaders:
Independently creating materials for leadership
Presenting materials to leadership
Managing performance to metrics and cultural behaviors
Increasing team accountability through structured
management philosophy

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Technician Talent Review - Process
Alignment of Expectations
Demonstrates commitment to and preparation for technician talent review
Phase 1
Director and Manager communicate high-level expectations to Supervisors
YTD metrics for all technicians is gathered and distributed to Supervisors

Talent Review Meeting

This phase is the initial delivery of technician talent review discussions
Director begins meeting by detailing his/her expectations and commitment to the process
Supervisor presents team information to panel of senior leaders in the org and their peers (90 mins)
Panel references YTD metrics and asks probing questions on assessment of performance
Phase 2 HRBP provides feedback on behavioral observations and presentation of material
Final agreement is made on individual technician assessment
Identify technicians that could use extra support (i.e. focus technicians)
Last 30 minutes spent on providing feedback to the supervisor on quality of presentation and Team
Leader

Accountability for New Behaviors

This phase is designed as follow-up for the Director and the Manager
Phase 3 Manager communicates high-level expectations to the Supervisors
Supervisors continue to to deliver against behavioral expectations and targeted metrics goals
Total duration for this phase is 3-6 months

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Technician Talent Review Best Practices

No blueprint for the Supervisors presentation

Printed copies of all materials available

Rolling 6-12 months of performance data (if possible)

Director and Manager identify large-scale trends and organic best
practices

Incorporate soft skill behaviors into feedback sessions (difficult
conversations, coaching etc.)

Consider holding event offsite to eliminate distractions

Appoint a supervisor from another team for day to cover

Consider 3-4 metrics required for each technician

Email instructions no more than 2 weeks prior to scheduled event

Panel consists of 3-4 senior leaders including the Sr. Director or
VP of the group

Majority of interaction with the Supervisor comes from the panel
during the presentation

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Questions