Create a clear line of sight
Link individual goals with organizational priorities.
CLEAR TALENT / PLATFORM PRESENTATION01 / 17
YOUR PEOPLE. YOUR NEXT CHAPTER.
Performance.
Potential.
What’s next.
One connected platform for goals, performance, development, talent management, and succession. A clearer view of your people. A more confident next step.
Use the arrows to explore · 17 slides
THE BIGGER PICTURE, CONNECTED.
JDPeople intelligence / Overview
YOUR PEOPLE. YOUR NEXT CHAPTER.
Potential, in perspective.
Role coverageSee the gaps ↗
Talent profilesKnow your people
ALJMSKSkills + aspirations
Succession overviewPriority roles ↗
ROLECOVERAGE
◈ Head of OperationsReview needed
↗ Regional Sales LeadReady now
⌘ Engineering LeadLonger term
✧
Better context. More confident decisions.
↗Connect role requirements, talent evidence, and development.
AI-supported insightsHuman-led decisions
CLEAR TALENTPerformance Management & Development Systemclear-talent.com
THE CONNECTED PLATFORM02 / 17
A complete picture. A connected conversation.
Follow the story from business priorities to individual progress—and from today’s capability to tomorrow’s leadership.
CLEAR TALENTPerformance Management & Development Systemclear-talent.com
01 / PERFORMANCE03 / 17
Turn business priorities into everyday progress.
Connect organizational goals with team and individual KPIs, so everyone can see how their work contributes.
Make progress visible
Track KPIs and keep performance conversations grounded in evidence.
Keep context together
Bring goals and their progress into reviews and reporting.
CLEAR TALENTPerformance Management & Development Systemclear-talent.com
01 / PERFORMANCE04 / 17
Make “good” clear for every role.
Build shared expectations with role profiles, competency frameworks, proficiency levels, and observable behaviors.
Define expectations
Connect role requirements with relevant competencies.
Assess with structure
Use behavioral indicators to support consistent assessments.
Focus development
Bring competency evidence into coaching and growth plans.
CLEAR TALENTPerformance Management & Development Systemclear-talent.com
01 / PERFORMANCE05 / 17
Better reviews start before review day.
Bring performance journals, structured feedback, and review workflows into one continuous conversation.
Capture the evidence
Keep achievements and observations available between reviews.
Bring in more perspectives
Use structured feedback alongside manager and employee input.
Support a considered outcome
Use configured review and calibration workflows, with human judgment at the centre.
CLEAR TALENTPerformance Management & Development Systemclear-talent.com
02 / DEVELOPMENT06 / 17
Turn conversations into meaningful growth.
Connect 1-on-1s, development goals, and action steps so a good conversation has a practical next step.
Prepare together
Use structured 1-on-1 agendas and follow-ups.
Make the next step specific
Define individual development goals and supporting actions.
Return to the evidence
Review progress and refine the plan as people grow.
CLEAR TALENTPerformance Management & Development Systemclear-talent.com
03 / TALENT MANAGEMENT · UPDATED07 / 17
See the person beyond their current role.
Bring experience, achievements, credentials, career direction, and mobility preferences into a richer talent profile.
Let employees shape their story
Capture career interests, learning, achievements, and work preferences.
Give managers better context
Use shared profile information to prepare development conversations.
Explore internal possibilities
Understand relevant experience and mobility interests before making assumptions.
Illustrative talent profile
AL
Alex Lee
Operations Manager
Career directionLead cross-functional operations
Experience & strengths
Team developmentProcess improvement
Open to exploring
Stretch assignmentsInternal opportunities
Experience + aspirations + evidence
CLEAR TALENTPerformance Management & Development Systemclear-talent.com
04 / SUCCESSION PLANNING · UPDATED08 / 17
Plan for continuity. Build from within.
Start with confirmed role priorities and the evidence behind succession coverage. Make gaps and unknowns visible.
Know which roles need attention
Review role coverage and current succession plans.
Understand the bench
Distinguish confirmed readiness from recommendations and missing evidence.
Focus leadership conversations
Explore evidence-backed succession insights and upcoming reviews.
Role coverage
Illustrative exampleHead of OperationsConfirmed priority: Critical
Review coverageRegional Sales LeadCurrent succession plan
Ready now coverageEngineering LeadCurrent succession plan
Longer-term coverageSee the role, the coverage, and the evidence still needed.
CLEAR TALENTPerformance Management & Development Systemclear-talent.com
04 / SUCCESSION PLANNING · UPDATED09 / 17
Discover possibilities. Review the evidence.
Candidate discovery starts a human-led review. It does not rank people or decide who is ready.
Discover
Explore relevant experience, credentials, and target-role evidence. Keep career interests and unknowns explicit.
Review
Nominate deliberately, then review candidate evidence and target-role feedback.
Calibrate
Authorized people discuss recommendations and confirm final readiness.
Discovery starts a review. It does not rank people or decide readiness.
CLEAR TALENTPerformance Management & Development Systemclear-talent.com
04 / SUCCESSION PLANNING · UPDATED10 / 17
Make the path forward practical.
Turn readiness evidence into focused development proposals, with manager alignment and an employee conversation.
Now
Agree the development goal, discuss it with the employee, and clarify the actions and support.
Next
Sequence learning, coaching, practice, and stretch assignments around the development priority.
Later
Review new evidence at the next succession review. Development completion does not automatically change readiness.
New evidence informs the next review. People confirm readiness.
CLEAR TALENTPerformance Management & Development Systemclear-talent.com
AI SUPPORT / HUMAN JUDGMENT11 / 17
A helping hand. A human decision.
Use Ava for supported platform assistance and CLEAR Talent AI for evidence-informed succession insights.
Help with the work
Support goals, summaries, and development drafting.
Keep the context visible
Review supporting evidence, limitations, and missing information.
Stay in control
People review the output and own consequential decisions.
Illustrative conversation
Meet Ava.
“Help me prepare for a development conversation.”
Review the context, shape the next step, and keep the employee’s goals in view.
AI assists. Your people decide.
CLEAR TALENTPerformance Management & Development Systemclear-talent.com
CONNECTED INSIGHT12 / 17
Bring the evidence into focus.
Connect individual, team, and organizational reporting with the performance and development conversations that matter.
See the broader view
Review performance across the organization and its teams.
Go back to the individual
Use employee reporting to prepare focused conversations.
Make insights useful
Use AI-assisted summaries as a starting point for review and action.
CLEAR TALENTPerformance Management & Development Systemclear-talent.com
WHERE YOUR PEOPLE WORK13 / 17
Keep the conversation moving.
Bring employee performance and development into everyday work, on the web and through the CLEAR Talent mobile experience.
Employee access
Keep goals, feedback, and development within reach.
Manager conversations
Support ongoing check-ins and follow-up between formal cycles.
Connected experience
Bring people back to the same performance and development story.
CLEAR TALENTPerformance Management & Development Systemclear-talent.com
TRUST & CONTROL14 / 17
The right context. The right access.
Keep sensitive people decisions within authorized workflows, with visibility and human ownership built into the process.
Role-aware access
Organization permissions control which people and workflows each user can access.
Confidential succession
Succession evidence and candidate visibility follow their authorized review context.
Human-led decisions
Nominations, final readiness, and development decisions stay with the appropriate people.
Permissions and visibility follow the organization’s configured access.
CLEAR TALENTPerformance Management & Development Systemclear-talent.com
FROM CONVERSATION TO PRACTICE15 / 17
Start with what matters most.
Shape the walkthrough and rollout around the organization’s priorities, people, and operating model.
Define
Agree role expectations, competencies, priority goals, and workflow ownership.
Launch
Introduce the selected workflows and help employees and managers use them.
Improve
Use real conversations, reporting, and feedback to refine the approach.
Start with a focused walkthrough of the workflows that matter to you.
CLEAR TALENTPerformance Management & Development Systemclear-talent.com
FOR CLEAR TALENT PARTNERS16 / 17
Your expertise. A connected platform.
Use this presentation with your clients, focus on the workflows that matter to them, and agree a practical next step.
Shape the conversation.
Use the slide overview to jump to the client’s priority. Present fullscreen, or share a direct link to a specific slide.
Keep referrals connected.
Get your unique referral link from the partner dashboard and share it with clients for their demo enquiries.
Open partner dashboard ↗View my referrals ↗Prepare the next step.
Review partner guidance, discuss an opportunity, or plan a focused walkthrough with our team.
Partner knowledge base ↗Contact partner support ↗CLEAR TALENTPerformance Management & Development Systemclear-talent.com
YOUR NEXT CONVERSATION17 / 17
Let’s bring your priorities to life.
Tell us what you would like to explore. We’ll help shape a focused walkthrough of CLEAR Talent.
A conversation around your priorities.
Explore the performance, development, and succession workflows that matter to your organization.
sales@clear-talent.com ↗Partners: use your own details to plan a client walkthrough. Share your referral link when inviting a client to submit an enquiry.
Plan your walkthrough
Share your priorities with the CLEAR Talent team.
CLEAR TALENTPerformance Management & Development Systemclear-talent.com