Global Operations Talent Review Follow-up Phase

This guide provides general managers, functional leads, and site HR a step-by-step
approach to what needs to happen at the site or functional level post the global
operations talent review meeting.
The enclosed guidelines are intended to foster and promote the continual
development of successor candidates and ensure that key positions maintain a
measure of stability, thus enabling the organization to continually realize its
organizational strategy and achieve its business objectives.

September 2016

Step-by-step on what needs to happen post the talent review global meeting
The follow-up actions and development that occur after the talent review meeting are critical
to the strengths and effectiveness of our succession planning efforts.

Step 1:
Review global and site talent data
Step 2:
Familiarize yourself with Barrick talent pool in Discovery
Step 3:
Hold a one-on-one meeting with each succession candidate at site
Step 4:
Document outcome of discussion and record development needs
Step 5:
initiate 360 review process
Step 6:
Track and review progress

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Step 1: Review global and site talent data
Analyze the global and site related data below and identify trends, themes and determine if
additional talent related actions are required.

Insert site related analytic graphs.

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Step 2: Familiarize yourself with your organization talent pool
Use the Quick Reference Sheet enclosed to help you find and examine the various talent pools
in the system and associated talent profiles of succession candidates
The Succession Talent Pools provides the ability to view Global Succession Talent within the
organization for various roles within various functions.

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Step 3: Hold a one-on-one meeting with each succession
candidate at site
This step is vital in earning trust and creating transparency to maintain and build partnership
with our people through open and honest two-way discussions.

3.1

Review enclosed list of your site successors and the corresponding

comments, if applicable, from the talent review session.

3.2

Inform the candidate what role/s they have been nominated for
and check their aspiration.
In order to build a robust talent planning process, alignment is necessary between
employee aspiration and organizational needs as identified during the talent review
session.
Record candidates aspiration in the designated column in the Excel sheet under
Aspiration and note any misaligned aspiration if any.

3.3

Check the current and near future mobility of the successor

candidate. Record the same on the sheet under Mobility.

3.4

Depending on the discussion so far, identify development needs

and opportunities which the candidate will agree upon and commit
to pursuing.
Identify and examine development options as applicable to the candidate. This could be
in the form of a stretch assignment, leading a project, formal training, etc.

3.5

Manager to handover the results of discussion to HR (if not present

during the meeting)

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Step 4: Site HR to document outcome of discussion and record
development needs
-

Site HR to update development notes, mobility, and aspirations in Employee Score Card

Site HR to make sure that succession candidates update their Development

Commitments.

Site HR with the help of Corporate HR/TM team to provide support to employees in
identifying development activities and support candidates in their execution of
development actions.
There is a wide range of development opportunities to consider, which can include:
o
o
o
o

Project assignments
Job rotations
Formal courses
Mentoring, etc.

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Step 5: Site HR to initiate 360 review process

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Step 6: Site HR to facilitate development actions and report
progress
Once development plans have been created and related activities established, monitoring
progress will be essential. Frequent checking with successors is needed to make sure that the
assigned activities are working effectively.
Site HR to generate quarterly reports to track progress with IDPs.

Key TM Dates:
Insert annual TM Calendar