Talent Segmentation Worksheet

Worksheet for segmenting roles and talent by strategic impact and value contribution so development, retention, and succession investments align to criticality.

Worksheet Overview

• Review period
  Enter the planning cycle or review window, such as FY2026 Q1.
• Business unit
  Identify the team, function, or business area being reviewed.
• Reviewer name
  Name of the person completing this worksheet for audit trail purposes.
• Review date
  Date the segmentation review was completed.
• I understand this worksheet may contain sensitive workforce information and will be handled according to company confidentiality requirements.

Role Identification

• Role title
  Enter the role title being segmented.
• Role family
• Primary location
  Optional. Use only if location affects talent availability or replacement risk.
• Incumbent status
• Role summary
  Briefly describe the role's core purpose and the outcomes it is expected to deliver.

Strategic Value Assessment

• Strategic impact
  Rate the role's direct impact on strategic priorities, revenue, risk, customer outcomes, or operational continuity.
• Value contribution
  Rate how much value this role creates relative to other roles in the organization.
• Customer or business dependency
  How dependent are customers, internal teams, or key processes on this role?
• Critical capabilities required
  Select the capabilities that make this role difficult to replace or especially valuable.

Talent Segmentation

• Segment category
  Choose the segment that best reflects the role's strategic value and replacement difficulty.
• Replacement difficulty
  How difficult would it be to replace this role with comparable performance in a reasonable timeframe?
• External talent scarcity
  Assess the availability of comparable talent in the external market.
• Talent risk level
  Overall risk of capability loss, vacancy, or performance impact if this role is not supported.

Investment and Follow-Up Actions

• Recommended investments
  Select the actions that should be prioritized for this role.
• Follow-up owner
  Optional. Name or team responsible for next steps.
• Follow-up due date
  Optional. Date by which the agreed actions should be reviewed or completed.
• Action notes
  Capture any context, constraints, or decisions needed for the audit trail.

Review and Attestation

• I have collected only the information needed for workforce planning and have avoided unnecessary PII.
• I confirm this information may be used for talent planning, succession planning, and workforce strategy purposes.
• Reviewer signature
  Sign to confirm the segmentation review is complete and accurate to the best of your knowledge.