View the Employee Talent Card

Provides step-by-step instructions for Human Resources Administrators and Managers on how to view the Employee Talent Card.

View the Employee Talent Card

Employee Talent Cards

Employee Talent Cards provide easily accessible talent information about employees to human resources administrators and managers. The Talent Card can be used to view, compare and make decisions regarding company talent. When viewing Talent Cards from the Talent Dashboard, multiple Talent Cards can be opened at once to allow for side by side comparison of employees.

Employee photos, retention scores, and high performer predictors or indicators display on the Talent Card, if enabled.

The Talent Card includes several sections: employee information, predictive analytics, review history, education, licenses, skills, work history, awards, and relocation preferences. Each section is expandable and provides details about the information selected. If a section includes a note, the corresponding note can be viewed from the Talent Card. In addition, the Talent Card can be configured to display supervisor, location, alternate title, compensation, phone number, e-mail address, and a link to the job description. When using the Succession Management feature, the Talent Card can be configured to display critical individual, potential, performance, promotability, talent pool, and retention risk level. When using predictive analytics, the Talent Card can be configured to display retention score, high performer indicator or probability score, and engagement measure.

Information available for display on the Talent Card can be configured on the Talent Management Settings page (Menu > System Configuration > Talent Management Setup > Talent Management).

View the Employee Talent Card from Talent Dashboard

View the Employee Talent Card from the Talent Dashboard to easily access talent information about an employee.

Administrators and managers can use the Talent Card to view, compare, and make decisions regarding company talent.

Information available for display on the Talent Card can be configured on the Talent Management Settings page (Menu > System Configuration > Talent Management Setup > Talent Management).

  1. From the Talent Dashboard page, select the Person icon next to the employee's name. The Talent Card appears for the selected employee.
  2. Expand or collapse each section to view details for each area of information.
  3. Select the Employee Notes icon to view note details, if applicable.

Configure Talent Management Settings

Configure settings for various areas of Talent Management, including the Talent Card, Predictive Analytics, and Performance Reviews on the Talent Management Settings page.

Navigation:Menu > System Configuration > Talent Management Setup > Talent Management

  1. From the Talent Management Settings page, select Edit.
  2. Change applicable Talent Management settings to configure and display information on the employee Talent Card and Employee Compare page (if Succession Plans are enabled).
    • Performance Level enables managers to set an employee's current overall performance.
    Note

    Predictive Analytics values must first be enabled in the Predictive Analytics section before they can be selected for display.

  3. Check the Retention Score, High Performer, and Engagement Measure boxes. Selecting these boxes enables the display of employee retention scores, high performer values, and engagement measure for employees in the Predictive Analytics section of the Employee Summary page, the Talent Card, the Talent Factors page, and the Employee Compare page (if Succession Plans are enabled).
    Note

    Some companies opt to only initially enable the predictive analytics calculations. Administrators can run the available Predictive Analytics reports first and evaluate the data across the company, before making the values available to managers in UKG Pro. If you do not want the predictive analytics values to appear on employee records, leave these fields unchecked.

  4. At the Retention Score field, slide the Retention Score to On. The retention score represents the likelihood of the employee staying at your company in the next 12 months.
    Important

    When enabling the Engagement Measure, it is required that both the Retention Score and High Performer values are also enabled. Both of these values are factored into the calculation of the Engagement Measure.

  5. Enter the percentage threshold at which you want a warning to display.

    The retention score is a percentage from 0 through 100. The score is used to forecast the probability that employees stay with an organization for the next 12 months. It is recommended you set the score to 50 or below. For example, if 50% is entered, an alert appears for employees with a retention score of 50% or less. Employees with a low score in this range have less than a 50% chance of staying at the company for the next 12 months. A zero (0) percentage displays a score, but does not display an alert.

    Note
    • It is highly recommended to set the retention score percentage to 50% to obtain a baseline score. This score can be adjusted to meet specific company business needs.
    • If the Retention Score setting is not enabled, the Employee Retention Scores Business Intelligence report returns a value of zero (0) percent for all employees.
  6. At the High Performer field, slide the High Performer to On. The high performer indicator identifies the top performers in your company. The high performer predictor identifies future top performers in your organization.
  7. At the Engagement Measure field, slide the Engagement Measure to On. The engagement measure quantifies individual employee engagement relative to other employees in the company.
  8. Select a Minimum Proficiency Level Rating Scale for job-based competencies, if applicable.
    Important

    Refer to the View Job-Based Competency Rating Targets on Reviews for important configuration information on how minimum proficiency levels can be displayed on a review.

  9. Enable applicable Talent Management settings to configure Performance Reviews goal information.
    • Checking Type enables goals to be associated with a goal type.
    • Checking Stretch Goal enables goals to be marked as goals that are not easily attainable.
    • Checking Organizational Impact enables goals to be marked as high, medium, or low impact.
    • Checking Corporate Goal Alignment enables goals to be associated to overall objectives of the organization.
    • Checking Weight enables goals to be weighted in a review.
    • Checking Goal Progress enables goals to be marked with a percent complete.
    • Checking Developmental, Performance, or Personal goals includes those goal categories in performance reviews.
    • Checking Require Goal Start Date and Due Date makes the goal start and due dates required fields on any pages where goals are entered.
  10. Check Enable Additional Contributor Feedback for performance reviews, if applicable.
  11. Check Enable Routing Comments on Reviews, if applicable.
  12. Select Save. The Talent Management Settings page appears with the new information.