58 · Survey Results: Survey Questions and Responses
36. Does your library identify high potential (HIPO) employees within the organization? N=47
Yes 22 47%
No 25 53%
If yes, how do you use this designation? Check all that apply. N=22
Leadership development 17 77%
Succession planning 9 41%
Compensation adjustment 7 32%
Other purpose 5 23%
Please briefly describe the other purpose. N=5
In determining assignments/opportunities
Ongoing
Priority for retention
Provide support for professional development and internal advancement.
We don’t do a formal designation but the senior administration of the library regularly refers to various employees
who we can see have high potential and who we want to develop and retain (and use to help move our whole
organization along).
If no, please briefly describe why your library doesn’t identify high potential employees. N=16
Although we don’t have a formal process to identify high potential employees, the library does support talented faculty
and staff through external development opportunities and assignments to enhance experience.
Doing so does not conform to the unique framework and special requirements of the federal hiring process.
High potential employee identification is done informally there is no designation for it.
Informally accomplished, concerns over fairness and adverse morale for those not picked.
It does happen, but not part of a comprehensive plan.
It has not historically been part of the strategic direction.
No formal process in place
No formal process may happen informally within departments and units.
Open competition for leadership positions
There are individuals who are know to have high potential, but we have never designated them as such in any
formal way.
They are identified, but not in a standardized system-wide process.
We do not have a formal way to do this. We do recognize exceptional talent and find opportunities for development for
those individuals.
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