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Run: Talent Segmentation Worksheet

A Talent Segmentation Worksheet for ranking roles and people by strategic impact, value contribution, and replacement difficulty. Use it to focus development...

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Worksheet Overview

Review period (required)

Enter the planning cycle or review window, such as FY2026 Q1.

Business unit (required)

Identify the team, function, or business area being reviewed.

Reviewer name (required)

Name of the person completing this worksheet for audit trail purposes.

Review date (required)

Date the segmentation review was completed.

I understand this worksheet may contain sensitive workforce information and will be handled according to company confidentiality requirements. (required)

Yes No N/A

Role Identification

Role title (required)

Enter the role title being segmented.

Role family (required)

Primary location

Optional. Use only if location affects talent availability or replacement risk.

Incumbent status (required)

Role summary (required)

Briefly describe the role's core purpose and the outcomes it is expected to deliver.

Strategic Value Assessment

Strategic impact (required)

Rate the role's direct impact on strategic priorities, revenue, risk, customer outcomes, or operational continuity.

Value contribution (required)

Rate how much value this role creates relative to other roles in the organization.

Customer or business dependency (required)

How dependent are customers, internal teams, or key processes on this role?

Critical capabilities required (required)

Select the capabilities that make this role difficult to replace or especially valuable.

Talent Segmentation

Segment category (required)

Choose the segment that best reflects the role's strategic value and replacement difficulty.

Replacement difficulty (required)

How difficult would it be to replace this role with comparable performance in a reasonable timeframe?

External talent scarcity (required)

Assess the availability of comparable talent in the external market.

Talent risk level (required)

Overall risk of capability loss, vacancy, or performance impact if this role is not supported.

Investment and Follow-Up Actions

Recommended investments (required)

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. (required)

Yes No N/A

I confirm this information may be used for talent planning, succession planning, and workforce strategy purposes. (required)

Yes No N/A

Reviewer signature (required)

Sign to confirm the segmentation review is complete and accurate to the best of your knowledge.

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