Howdy!
I'm curious on few things and would be happy to learn more, or speak at the upcoming PAC meeting.
First and foremost, does anyone have a specific definition and focus on Early Talent? If so,
- How do you define "early talent" at your organization using non-protected demographics/attributes? (ex - previous experience, org tenure, student or recent graduate programs, salary grades/band, etc.)
Internally, we've defined the group to focus on more entry level grades, employment programs, and org tenure due to limitations on understand experience outside our organization (consistently). We've also created an Early Talent community that people can sign up to participate in for communication on quarterly development events, potential projects to get involved with, and more.
We'd like to use our definition and this community group to inspect mobility impacts with the team's efforts.
- Beyond Promotions and other internal movement, how do others measure the impact development has on mobility within an organization (knowing participation may not fully correlate to impacts)?
- What other inputs do you have in this space to help understand programmatic impacts?
- My mind goes to surveys and other feedback mechanisms, but know that also relies on people responding
Appreciate any insights or feedback others are able to share in this space!
Jason Radziszewski