How does potential setting work? Specifically, are there limits to the potential based on the individuals current CL?
In other words when some moves from a CL25 to a CL26, does that allows for a Potential increase as well (say 36 to 38)? Or are the two totally unrelated (i.e. a CL25 can have a Potential of a 38).
Just generally curious on the process for anyone that knows. Thank you.
Setting potential higher than the default requires a sponser from on high. Your direct supervisor isn't given this much power. To get into the club someone in the club has to invite you.
Short answer: Your supv/mgr dictates your potential and this is never disclosed to employees. So if you are a "favorite", good for you. If not, too bad.
If you aren’t identified in the first couple of years as a HiPo there are no later on ramps. Experienced hires are out of luck as well.
SLS here- Your current CL and potential are sort-of decoupled, depending on your age. Potential is set and reviewed annually based on performance, your desire, and "likelihood". So if you're a high performer, you really want to be a senior manager or technical leader, and you have lots of time left in your career for all those rotations... Then you probably have a high potential.
Conversely, if you don't really care to climb the ladder and move around a lot, that will limit your potential number. Likewise, if you're 55 yrs old and CL 26, there's just not physically enough time to get through all the roles to make it to a 32. So your potential might be capped at 27.
There is an element of judgment that goes into it. You may have all 3 locked in (ranking, desire, time) and your department head just may not see you as the type to be a senior manager or regional director based on leadership skills or whatever, and they could lower your potential. Thats why it's reviewed every year.
Also last year the potential numbers changed in the system and there was a lot of pressure to downgrade people, lower potentials overall.
The EM Potential system, while around for decades, exists for the vanity of the higher levels.
'He knows how to pick 'em - whoee, that un was a sure good pick.'
It has been used in Military establishments since Rome - since Ur.
Also in the various Religious establishments over time.
In the Governing realm, its been hobbled by inheritance and wealth rules, but in a democracy this 'Potential' system is also used.
For example, in our current US environment, there are several candidates vying for the best 'Mr. Smith Goes to Washington' imitation and mantle.
But the people will pick that out.
In EM - along with most corporations - the Pecking Out continues to be one of the non-monetary methods to keep the interest of the Executives. Keep them sharp, competitive, best-in-show.
It is sporty - takes a good coach to build a good team. Free-throws count.
It is smart - knowing there's only a few out there with the right neurons and drives.
It is lusty - Ginger or MaryAnn. Maybe a Samantha Stevens twitching the nose. Rock Hudson.
It is worry-free. I'm on top and 5-6 years from platinum handcuff freedom.
OP - I'm just describing the system, but to answer your question.
You are stuck in your original classification for top CL.
It's like a forehead tattoo.