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Nine-Box Talent Assessment

A nine-box talent assessment places employees on a 3×3 grid by performance (low, moderate, high) and potential (low, moderate, high). The grid gives leaders a quick picture of where talent sits, who is ready to grow, who needs support and what action each group needs.

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[Company Logo][Company Name]

NINE-BOX TALENT ASSESSMENT

Company:: [Company Name]
Department / Business Unit:: [Department]
Assessment Year:: [YYYY–YY]
Prepared By:: [HR Name]

Axis Definitions

Level	Performance (current role)	Potential (future roles)
High	Final rating 4–5; consistently exceeds expectations	Can grow two levels or into a much broader role
Moderate	Final rating 3; fully meets expectations	Can grow one level or broaden within function
Low	Final rating 1–2; below expectations	Best suited to current role for now

The Grid (write names in each box)

Potential ↓ / Performance →	Low Performance	Moderate Performance	High Performance
High Potential	Box 7 – Rough Diamond: [Names]	Box 8 – Emerging Star: [Names]	Box 9 – Future Leader: [Names]
Moderate Potential	Box 4 – Inconsistent Performer: [Names]	Box 5 – Core Player: [Names]	Box 6 – High Performer: [Names]
Low Potential	Box 1 – Needs Support: [Names]	Box 2 – Steady Contributor: [Names]	Box 3 – Trusted Expert: [Names]

Placement Register

Emp. ID	Employee Name	Designation	Performance (H/M/L)	Potential (H/M/L)	Box No.	Agreed Action
[Employee ID]	[Employee Name]	[Designation]	[H/M/L]	[H/M/L]	[No.]	[Action]
[Employee ID]	[Employee Name]	[Designation]	[H/M/L]	[H/M/L]	[No.]	[Action]
[Employee ID]	[Employee Name]	[Designation]	[H/M/L]	[H/M/L]	[No.]	[Action]
[Employee ID]	[Employee Name]	[Designation]	[H/M/L]	[H/M/L]	[No.]	[Action]

Suggested Actions by Box

Box	Suggested Action
9, 8	Stretch roles, succession slots, leadership programme, retention focus
6, 5	Broaden experience, targeted skills training, recognition
7, 4	Find the cause of low performance; coaching, role fit review
3, 2	Recognise expertise, keep engaged, use as trainers or mentors
1	Clear feedback and a supportive improvement plan with review dates

Department Head
[HOD Name]
Date: [Date]

HR Head
[HR Name]
Date: [Date]

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What this template includes

Performance and potential scale definitions
Nine box names with descriptions
Visual 3×3 grid to place names
Employee placement register
Recommended action for each box
Validation by a talent review panel

When to use it

Annual talent review after appraisal ratings are final
Succession planning and identifying high potentials
Balancing development spend across the team
Comparing talent across departments

How to customise this template

1Map your five-point appraisal rating to three performance levels
2Use the potential assessment form for the potential axis
3Rename boxes to fit your culture, avoiding negative labels
4Keep the completed grid confidential

HR tips

Place employees based on evidence, not likeability
Do not treat box placement as permanent
Pay attention to the middle box; it is often the largest group
Give low-performance employees a fair support plan, not just a label

For HR & hiring managers

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Frequently asked questions

What is the nine-box grid?+

It is a talent tool that plots employees on two axes, performance and potential, creating nine boxes that suggest different development or retention actions.

How do you decide performance level for the nine-box?+

Usually by mapping the final appraisal rating, for example 4–5 = high, 3 = moderate and 1–2 = low.

Should employees be told their nine-box placement?+

Many firms keep the placement confidential and instead discuss development plans and opportunities with the employee.

All 50 performance appraisal & reviews →

[Company Logo][Company Name]

COMPETENCY ASSESSMENT FORM

Company:: [Company Name]
Assessment Date:: [Date]
Assessed By:: [Reporting Manager]

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]

Proficiency Levels

Level	Name	Definition
1	Basic	Has awareness; needs close guidance
2	Working	Applies the skill in routine situations with some support
3	Proficient	Applies independently in most situations
4	Advanced	Handles complex situations and guides others
5	Expert	Recognised authority; sets standards and teaches others

Core Competencies

Competency	Required Level	Self Assessment	Manager Assessment	Gap	Evidence / Method
Integrity and ethics	[Level]	[Level]	[Level]	[Gap]	[Evidence]
Customer orientation	[Level]	[Level]	[Level]	[Gap]	[Evidence]
Collaboration	[Level]	[Level]	[Level]	[Gap]	[Evidence]

Form · Word

Competency Assessment Form

Download .docx

[Company Logo][Company Name]

LEADERSHIP ASSESSMENT FORM

Company:: [Company Name]
Assessment Purpose:: Development / Succession / Promotion
Date:: [Date]

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]
Team Size	[Number]
Assessor(s)	[Assessor Names]

Rating Scale

Rating	Label	Meaning
5	Outstanding	Consistently exceeds all expectations; a role model for others
4	Exceeds Expectations	Frequently goes beyond targets and standards
3	Meets Expectations	Fully delivers what the role requires
2	Needs Improvement	Meets some expectations; clear gaps to close
1	Unsatisfactory	Does not meet the basic requirements of the role

Leadership Dimensions with Behaviour Anchors

Dimension	Rating 1–2 looks like	Rating 4–5 looks like	Rating	Evidence
Vision and strategic thinking	Focuses only on immediate tasks	Links team goals to long-term business direction	[Rating]	[Evidence]
Decision making	Delays decisions or decides without data	Makes timely, well-reasoned decisions and owns them	[Rating]	[Evidence]
Developing people	Rarely coaches or gives feedback	Builds capability and successors in the team	[Rating]	[Evidence]
Driving execution	Misses commitments; unclear priorities	Delivers results consistently through the team	[Rating]	[Evidence]
Influencing and collaboration	Works in silos	Builds alignment across functions and partners	[Rating]	[Evidence]
Integrity and role modelling	Inconsistent with policies and values	Sets the standard for ethics, fairness and respect	[Rating]	[Evidence]

Form · Word

Leadership Assessment Form

Download .docx

[Company Logo][Company Name]

POTENTIAL ASSESSMENT FORM

Company:: [Company Name]
Assessment Cycle:: [YYYY–YY]
Confidentiality:: Restricted – talent review use only

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]
Current Performance Rating	[Rating]
Time in Current Role	[Years]

Potential Rating Scale

Rating	Label	Meaning
3	High	Strong evidence of capacity to grow two levels or into a much broader role
2	Medium	Capacity to grow one level or broaden within the function
1	Limited	Best suited to growing in the current role for now

Potential Indicators

Indicator	What to Look For	Rating (1–3)	Example
Learning agility	Learns quickly from new situations and applies lessons	[Rating]	[Example]
Aspiration	Wants bigger responsibility and is willing to invest effort	[Rating]	[Example]
Drive and resilience	Pushes for results and recovers well from setbacks	[Rating]	[Example]
Judgement	Sees the bigger picture and makes sound calls	[Rating]	[Example]
People impact	Influences and brings others along without formal authority	[Rating]	[Example]

Form · Word

Potential Assessment Form

Download .docx

[Company Logo][Company Name]

TALENT REVIEW FORM

Company:: [Company Name]
Talent Review Date:: [Date]
Classification:: Confidential

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]
Time in Current Role	[Years]
Critical Role: Yes / No

Performance History

Year	Final Rating (1–5)	Key Achievement
[YYYY–YY]	[Rating]	[Achievement]
[YYYY–YY]	[Rating]	[Achievement]
[YYYY–YY]	[Rating]	[Achievement]

Talent Indicators

Indicator	Assessment	Notes
Potential	High / Medium / Limited	[Notes]
Flight risk	Low / Medium / High	[Notes]
Impact of loss	Low / Medium / High	[Notes]
Readiness for next role	Ready now / 1–2 years / 3+ years	[Notes]
Mobility	Open to relocation / Limited / Not open	[Notes]

Form · Word

Talent Review Form

Download .docx

[Company Logo][Company Name]

ANNUAL PERFORMANCE APPRAISAL FORM

Company:: [Company Name]
Appraisal Year:: April [YYYY] – March [YYYY]
Form Ref.:: [Reference Number]

Part A: Employee Details

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]
Reviewer (Skip-level Manager)	[Reviewer Name]

Part B: Rating Scale

Rating	Label	Meaning
5	Outstanding	Consistently exceeds all expectations; a role model for others
4	Exceeds Expectations	Frequently goes beyond targets and standards
3	Meets Expectations	Fully delivers what the role requires
2	Needs Improvement	Meets some expectations; clear gaps to close
1	Unsatisfactory	Does not meet the basic requirements of the role

Part C: Key Result Areas (70% weightage)

Form · Word

Annual Performance Appraisal Form

Download .docx

[Company Logo][Company Name]

EMPLOYEE PERFORMANCE REVIEW FORM

Company:: [Company Name]
Review Date:: [Date]
Review Period:: [DD/MM/YYYY] to [DD/MM/YYYY]

1. Employee Details

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]
Review Type: Mid-year / Ad-hoc / Transfer / Employee-requested

2. Rating Scale

Rating	Label	Description
4	Exemplary	Performance well above the standard in every area reviewed
3	Proficient	Solid, reliable performance at the expected standard
2	Developing	Progressing, but support is still needed in some areas
1	Below Standard	Performance is not yet acceptable for the role

3. Core Job Factors

Form · Word

Employee Performance Review Form

Download .docx

[Company Logo][Company Name]

ANNUAL REVIEW FORM

Company:: [Company Name]
Review Year:: [YYYY–YY]
Meeting Date:: [Date]

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]

Part 1: Year in Review (to be completed by the employee)

Three achievements I am most proud of this year	[Answer]
A challenge I faced and how I handled it	[Answer]
New skills or knowledge I gained	[Answer]
Something I would do differently	[Answer]
Support that would help me do my best work	[Answer]

Part 2: Objectives versus Outcomes

Objective Set Last Year	Outcome	Fully / Partly / Not Achieved	Manager Remarks
[Objective 1]	[Outcome]	[Status]	[Remarks]
[Objective 2]	[Outcome]	[Status]	[Remarks]
[Objective 3]	[Outcome]	[Status]	[Remarks]
[Objective 4]	[Outcome]	[Status]	[Remarks]

Form · Word

Annual Review Form

Download .docx

[Company Logo][Company Name]

HALF-YEARLY (H1) APPRAISAL FORM

Company:: [Company Name]
Review Period:: April [YYYY] – September [YYYY]
Review Date:: [Date]

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]

Rating Scale for H1 Performance

Rating	Label	Meaning
5	Outstanding	Consistently exceeds all expectations; a role model for others
4	Exceeds Expectations	Frequently goes beyond targets and standards
3	Meets Expectations	Fully delivers what the role requires
2	Needs Improvement	Meets some expectations; clear gaps to close
1	Unsatisfactory	Does not meet the basic requirements of the role

Section 1: Progress on Annual Goals

Annual Goal	Annual Target	Achieved in H1	% Completed	H1 Rating	Comments
[Goal 1]	[Target]	[Achieved]	[%]	[1–5]	[Comments]
[Goal 2]	[Target]	[Achieved]	[%]	[1–5]	[Comments]
[Goal 3]	[Target]	[Achieved]	[%]	[1–5]	[Comments]
[Goal 4]	[Target]	[Achieved]	[%]	[1–5]	[Comments]

Form · Word

Half-Yearly Appraisal Form

Download .docx

Nine-Box Talent Assessment

Preview of the template

Axis Definitions

The Grid (write names in each box)

Placement Register

Suggested Actions by Box

What this template includes

When to use it

How to customise this template

HR tips

Hire top talent from BetterJobs

Frequently asked questions

Related HR templates