9-Box Model for Engineering
Hosted by Joyce Harvey
Moderate Potential Low Performance
Moderate Potential Moderate Performance
Moderate Potential High Performance
Potential Gem
High Potential
Star
Inconsistent Player
Core Player
High Performer
Risk
Average Performer
Solid Performer
Low Potential Low Performance
High Potential Low Performance
Low Potential Moderate Performance
High Potential Moderate Performance
High Potential High Performance
Low Potential High Performance
Potential
Performance
Why a 9-Box Model?
- Alignment across Engineering teams
- Identification of employees who are promotable or have performance challenges
- Starting point to take action on employee performance
Consider...
Have you or do you need to identify a successor due to the employee being promoted or possibly leaving the organization?
What is the employee's scope of responsibility? Are they ready for more responsibility?
What are their key strengths? What strengths can be leveraged or how can they be stretched?
What feedback has been provided to the employee through QCIs or 1:1s? How did they respond?
What are the career goals or interests of the employee?
Is the employee ready for promotion now or in the next year?
What aspirations do they have to take on more or different work or move into a management role?
What is the employee's role? What is their desire to grow? What do or can they can contribute?
Moderate Potential Low Performance
Moderate Potential Moderate Performance
Moderate Potential High Performance
Potential Gem
High Potential
Star
Inconsistent Player
Core Player
High Performer
Risk
Average Performer
Solid Performer
Low Potential Low Performance
High Potential Low Performance
Low Potential Moderate Performance
High Potential Moderate Performance
High Potential High Performance
Low Potential High Performance
Potential
Review details on Handout!
Performance
High Potential
Star
Potential Gem
20%
10%
High Performer
Inconsistent Player
Core Player
70%
Average Performer
Solid Performer
Risk
Manager Prep Steps
Remember to Write Notes!
1. Review spreadsheets from link in the email. Notify Joyce of missing team members.
2. Using the handouts attached to the email as guides, consider where each employee should be placed on the 9-Box. Copy and paste employee names from the list on the spreadsheet into one of the boxes.
3. Validate that each box contains similar performers from your team.
Calibration Meetings
I think Fred needs more time to develop his skills before promotion. I'd put him in a different box.
Thank you for that feedback. I'll adjust my notes.
Let's discuss the Star box. Betty is outstanding. Why isn't she in that box?
Develop/ Stretch
Promote/ Stretch
Develop
Stretch/ Develop/ Promote
Coach/ Feedback
Potential
Develop
Coach/ Exit
Coach/ Feedback
Recognize/ Support
Review details on Handout!
Performance
Thank you!
Joyce.Harvey@imaginelearning.com
9-Box Model Training 2023
Leah Terry
Created on September 28, 2022
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Transcript
9-Box Model for Engineering
Hosted by Joyce Harvey
Moderate Potential Low Performance
Moderate Potential Moderate Performance
Moderate Potential High Performance
Potential Gem
High Potential
Star
Inconsistent Player
Core Player
High Performer
Risk
Average Performer
Solid Performer
Low Potential Low Performance
High Potential Low Performance
Low Potential Moderate Performance
High Potential Moderate Performance
High Potential High Performance
Low Potential High Performance
Potential
Performance
Why a 9-Box Model?
Consider...
Have you or do you need to identify a successor due to the employee being promoted or possibly leaving the organization?
What is the employee's scope of responsibility? Are they ready for more responsibility?
What are their key strengths? What strengths can be leveraged or how can they be stretched?
What feedback has been provided to the employee through QCIs or 1:1s? How did they respond?
What are the career goals or interests of the employee?
Is the employee ready for promotion now or in the next year?
What aspirations do they have to take on more or different work or move into a management role?
What is the employee's role? What is their desire to grow? What do or can they can contribute?
Moderate Potential Low Performance
Moderate Potential Moderate Performance
Moderate Potential High Performance
Potential Gem
High Potential
Star
Inconsistent Player
Core Player
High Performer
Risk
Average Performer
Solid Performer
Low Potential Low Performance
High Potential Low Performance
Low Potential Moderate Performance
High Potential Moderate Performance
High Potential High Performance
Low Potential High Performance
Potential
Review details on Handout!
Performance
High Potential
Star
Potential Gem
20%
10%
High Performer
Inconsistent Player
Core Player
70%
Average Performer
Solid Performer
Risk
Manager Prep Steps
Remember to Write Notes!
1. Review spreadsheets from link in the email. Notify Joyce of missing team members.
2. Using the handouts attached to the email as guides, consider where each employee should be placed on the 9-Box. Copy and paste employee names from the list on the spreadsheet into one of the boxes.
3. Validate that each box contains similar performers from your team.
Calibration Meetings
I think Fred needs more time to develop his skills before promotion. I'd put him in a different box.
Thank you for that feedback. I'll adjust my notes.
Let's discuss the Star box. Betty is outstanding. Why isn't she in that box?
Develop/ Stretch
Promote/ Stretch
Develop
Stretch/ Develop/ Promote
Coach/ Feedback
Potential
Develop
Coach/ Exit
Coach/ Feedback
Recognize/ Support
Review details on Handout!
Performance
Thank you!
Joyce.Harvey@imaginelearning.com