Know who steps up next.
PRISM turns finished appraisals into a talent map, succession slates and development plans.
A 9-box built from real ratings.
Potential runs up the grid, performance across it, drawn from calibrated appraisal scores. Anyone without a potential rating or a scored appraisal is listed off the grid rather than quietly placed, so the map shows who it actually covers.
9-box talent map
/talent-map — potential vs performance
Name successors, with a readiness date.
Classify the roles that hurt most when they empty, then name candidates and mark each ready now, in 1–2 years, in 3+ years, or needing development. Competency coverage against the role is calculated alongside the readiness a person set.
Succession pipelines
/succession — successors and readiness
Plans drafted from appraisals.
The development needs and training plans people wrote at appraisal time do not have to be retyped. Draft a plan straight from the appraisal, then track its actions and check-ins.
Development plans
/admin/development-plans — seeded from appraisals
Succession & Talent works with what you already run.
Common questions
Where does the 9-box get its numbers?
From calibrated appraisals. Managers rate potential during the appraisal review, HR moderates it, and the score comes from the completed appraisal. People without both are listed off the grid, not placed.
How is successor readiness decided?
A person sets it — ready now, ready in 1–2 years, ready in 3+ years, or development needed. PRISM also calculates competency coverage against the role's requirements, so the judgement and the gaps sit side by side.
Do we have to write development plans from scratch?
No. Appraisals already capture development needs and training plans. You draft a plan straight from an appraisal, and it arrives with that text and an employee attached.
Turn appraisals into a plan for who is next.
Map your talent, name successors and draft development plans from the reviews you already ran.