Dayforce provides four main talent factors by default for rating employees for succession planning:
You can also configure custom talent factors for your organization in the Talent Factors tab of Succession Setup > Talent Review Setup. See Add Custom Talent Factors.
You can use the Performance talent factor to assess an employee’s performance by assigning them a High, Medium, or Low rating based on their past performance reviews or their more current contributions.
You can add performance ratings in the talent score card manually or, if your organization uses Performance, the rating can be pulled directly from the employee’s most recent performance review. The talent review always shows the employee’s most recent performance rating.
Note: All ratings from the Performance module are converted to High, Medium, or Low values according to the Performance Rating Base Scale used in Succession Planning.
To help you assess the employee’s performance over time, Dayforce shows a performance timeline in the Talent Profile tab of People:
See Talent Factor Ratings in the People Feature.
You can use the Potential talent factor to assess an employee’s potential for growth by assigning them a High, Medium, or Low rating. You can base this rating on things like leadership skills, willingness to learn, or any other activities or characteristics that your organization deems valuable in its employees.
You can use the Promotion Readiness talent factor to rate employees on how ready they are to be promoted to the next level up from their current position.
Note: This is different from the Succession Readiness rating, which is used in the Succession feature to assess an employee’s readiness for a specific role in a plan. See Rate Employees on Succession Readiness.
The following ratings are available, based on when they will be ready for promotion:
- 3+ Years
- 1-2 Years
- Now
You can use the Flight Risk talent factor to assess how likely an employee is to voluntarily leave your organization within the next three months by assigning them a High, Medium, or Low rating. This information can help you retain top talent because it identifies employees who require special attention. For example, if an employee has a high Fight Risk rating, you might want to consider them for promotion sooner, rather than later.
Before You Begin: This section describes functionality you can use if the Predictive Analytics feature is enabled. For information on enabling this feature, see “Predictive Analytics Administration” in the Dayforce Implementation Guide.
If your organization uses Predictive Analytics, the Flight Risk talent factor rating comes from Dayforce’s predictions, and you can't edit the rating in the employee’s talent factor score card.
If you’d prefer to enter a Flight Risk rating manually, you can change the default behavior as follows:
- Go to System Admin > Client Properties and click the Properties tab.
- In the Employee section, clear the Use predictive analytics for flight risk checkbox.
When the checkbox is cleared, the flight risk rating from Predictive Analytics isn’t used, and you can adjust the rating in the talent factor score card as you see fit.
Important: If you select the Use predictive analytics for flight risk checkbox after you entered ratings manually, Dayforce replaces your flight risk ratings with the ratings from Predictive Analytics.
When an employee is assigned a High flight risk rating, Dayforce displays the high flight risk icon (
) next to their name throughout Dayforce, including in the talent matrix:
For more information about the talent matrix, see the following topics: