Copy - 9-Box Model Training

9-Box Model for Engineering

Hosted by Leah Terry

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

Dec

Jan

Nov

Oct

Manager Prep

Prep for promotions, talent development, & 2023 goals

Calibration Across Engineering

Manager Prep Steps

Remember to Write Notes!

1. Review spreadsheets from link in the email. Notify Leah 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?

Meetings will be held weeks of November 7th and 14th

Develop/ Stretch

Promote/ Stretch

Develop

Stretch/ Develop/ Promote

Coach/ Feedback

Potential

Develop

Coach/ Exit

Coach/ Feedback

Recognize/ Support

Review details on Handout!

Performance

Email Todd no later than November 18th

Hi Todd, Following up to the 9-Box discussion, I'd like to advocate for Betty Clark to be promoted to a Senior Software Engineer. She has been instrumental to the Legally Blonde team and learned a new coding language in order to get the product done on time. She mentors other engineers and has aspirations to be a manager some day. During the discussions, Joseph and Martha both agreed she is ready for promotion. Let me know what other details I can provide. Thank you!

Thank you!

Leah.Terry@imaginelearning.com