CISCO Performance Talent Assessment Team Member User Guide
- June 17, 2024
- Cisco
Table of Contents
CISCO Performance Talent Assessment Team Member
Product Information
Specifications
- Product Name: Cisco Performance Talent Assessment
- User Guide: Team Member Guide
Product Usage Instructions
Your Role in the Assessment
The Cisco Performance Talent Assessment is designed to help you and your
leader reflect on your performance, understand the expectations for your role,
and plan your career and development. Your leader will utilize insights from
your recent Weekly Check-Ins, one-on-one conversations, and performance and
development discussions to answer the following questions.
Talent Assessment Questions
The Talent Assessment consists of the following questions:
- How is this team member contributing to the success of the team?
- If your team member is a people leader, please also share examples of how they are showing up against Cisco’s Leadership Expectations.
- Is this team member meeting your expectations for the role?
Your leader will provide answers based on your performance over the past six months. If they indicate that you are not meeting expectations, they will provide areas for improvement and offer additional details on how you can improve and align with the expectations for your role moving forward.
Cisco Performance Site
The Cisco Performance Site is the online platform where you can access the
Talent Assessment and other performance-related information. Please log in to
the site using your credentials to participate in the assessment.
Frequently Asked Questions (FAQ)
-
Q: How long does the Talent Assessment process take?
A: The time required for the Talent Assessment process may vary depending on the organization and individual circumstances. It is recommended to allocate sufficient time for meaningful discussions and reflection. -
Q: Can I provide input or feedback during the Talent Assessment?
A: The Talent Assessment primarily involves your leader providing insights and answering the assessment questions. However, if you have any suggestions or feedback regarding your performance or development, you can communicate them to your leader during one-on-one conversations or through other appropriate channels. -
Q: Is the Talent Assessment confidential?
A: Yes, the Talent Assessment is typically treated as confidential information. The discussions and feedback shared during the assessment are intended to facilitate growth and development and are not meant for public dissemination.
Capturing your Performance
The Talent Assessment is an important ritual in Cisco’s performance process that you influence. Twice a year, your leader will complete a Talent Assessment leveraging information from your Weekly Check-Ins, one-on-one conversations, and Development Discussions. The Talent Assessment is an opportunity for your leader to capture how you have delivered on Results, Principles & Behaviors, and Team Impact over the past six months based on the expectations for your role. These assessments are focused on developing and investing in you.
Your Role in the Assessment
- Align on Expectations
- Setting expectations is an essential practice that is the foundation for other Performance rituals, including the Talent Assessment. This is an opportunity for you and your leader to align on your work priorities, role, and responsibilities.
- Talk with your leader about your performance and development
- The Development Discussions are where you and your leader talk about your performance, strengths, career aspirations, and development priorities.
- These conversations provide you with clarity on how you are performing against the expectations for your role and are opportunities to connect on development priorities. Your leader will use the information gathered in these discussions to complete your Talent Assessment.
- Acknowledge your conversations and review the Talent Assessment
- Following your performance and development discussion, your leader will complete your Talent Assessment in Workday.
- After your leader submits your Talent Assessment, you will receive an email notification titled, “A Task Awaits: Team Member Acknowledgment,” from Workday with a link where you can access a copy of your Talent Assessment.
- Once in Workday, you will be asked to acknowledge if you have talked with your leader about your performance, development needs, and expectations for your role.
- Click on the hyperlink that reads “Talent Assessment” to access a copy of your assessment.
Talent Assessment Questions
The Talent Assessment is a chance for you and your leader to reflect on your performance, the expectations for your role, and your career and development. Your leader will answer the following questions leveraging insights from your recent Weekly Check-Ins, one-on-one conversations, and performance and development discussions.
Performance
These questions are focused on your leader’s assessment of your performance
based on the Performance Framework: Results, Principles & Behavior, and Team
Impact.
- What results has your team member delivered based on expectations for their role?
- How does your team member show up against Cisco’s Principles and put their strengths at the service of the team? If your team member is a people leader, please also share examples of how they are showing up against Cisco’s Leadership Expectations.
Meeting Expectations
In this section, there is one Yes or No question that your leader will be
asked, “Is this team member meeting your expectations for the role?” Your
leader will answer based on your past six months of work. If they answer “no,”
there are areas for improvement, and they will be encouraged to share
additional details around how you can improve and meet the expectations for
your role moving forward.
Career & Development
These questions allow you and your leader to define what actions and/or
investments will support your development and career aspirations. Leaders are
encouraged to bring insights from previous development discussions to complete
this section as the recommendations made here should reflect what you have
agreed upon together. Leaders can select: Start, Continue, Not applicable, or
Too early to know for each of the following items.
- Increase scope of role or expand leadership opportunities (e.g., dynamic team leadership, become a mentor or sponsor)
- Stretch assignment or special projects
- Expansion of team member’s professional network (job shadowing, informational interviews, Inclusion & Collaboration events and programs, etc.)
- Recommend a coach, mentor, or sponsor
- Investment in learning, certification, or conference attendance
- Explore internal opportunities to better align with team member’s strengths
- Explore internal opportunities for career growth
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