How is the readiness score actually calculated?

It's a plain weighted average of three inputs, nothing hidden: 50% latest performance review score, 30% tenure in current role (scaled to a 10-year full-score cap), and 20% time already spent as a named candidate for this role (scaled to a 24-month cap). Cross 75 and it suggests Ready Now; cross 50, Ready in 1-2 Years; cross 25, Ready in 3+ Years; below that, Not Ready. Every weight and threshold is a plain constant in the code, not a trained model — you can ask us to show you the exact numbers.

Does this use AI or machine learning?

No. The readiness suggestion is deterministic arithmetic over data the system already has (performance score, tenure, candidate tenure) — fully inspectable and explainable, not a model that could give a different answer tomorrow for the same inputs.

What happens if a candidate has no performance review yet?

The calculation degrades gracefully — a missing input just contributes zero to that component of the score rather than breaking the calculation, so incomplete data doesn't produce a nonsensical or erroring result.

Tuling HCM module

Succession Planning

Flag critical roles, name ranked successors, and see bench-strength at a glance — with a fully transparent, explainable readiness score.

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About this module

Succession planning tools frequently promise “AI-powered” readiness scoring that nobody can actually explain when a board member asks how a number was reached. Tuling HCM does the opposite: the readiness suggestion is plain, documented arithmetic — performance score, tenure, and time-as-candidate, each weighted and visible — so when someone asks “why is this person rated Ready Now,” there’s a real, inspectable answer.

This sits directly on top of the Academic-Hierarchy Positions module (which roles are critical) and the Performance module (the performance-score input) — succession planning isn’t a bolted-on side feature, it’s built from data the rest of HCM already tracks.

Capabilities

Ranked Successor Candidates

Name multiple candidates per critical role, ranked 1 (primary successor), 2 (backup), and so on — not just a single "who's next" guess.
9-Box Grid — Potential × Performance

Each candidate carries a potential rating (low/medium/high) that plots against their performance history from the performance module, producing a real 9-box grid, not a spreadsheet someone built once and never updated.
Transparent, Formula-Based Readiness Score

A suggested readiness tier — Ready Now, Ready in 1-2 Years, Ready in 3+ Years, Not Ready — computed from three visible, weighted inputs, never a black-box AI score.
Flight Risk Tracking

Flag flight risk (low/medium/high) per candidate alongside readiness, so a "ready now" successor who's also a flight risk gets the attention it deserves.
HR Always Has the Final Word

The readiness suggestion is exactly that — a suggestion shown alongside the field. HR sets the actual readiness rating; the formula never writes it directly.
Full Audit History

Every change to a candidate's readiness, potential, or notes is tracked, so a review six months from now can see exactly what changed and when.

FAQ

Frequently asked questions

: It's a plain weighted average of three inputs, nothing hidden: 50% latest performance review score, 30% tenure in current role (scaled to a 10-year full-score cap), and 20% time already spent as a named candidate for this role (scaled to a 24-month cap). Cross 75 and it suggests Ready Now; cross 50, Ready in 1-2 Years; cross 25, Ready in 3+ Years; below that, Not Ready. Every weight and threshold is a plain constant in the code, not a trained model — you can ask us to show you the exact numbers.
: No. The readiness suggestion is deterministic arithmetic over data the system already has (performance score, tenure, candidate tenure) — fully inspectable and explainable, not a model that could give a different answer tomorrow for the same inputs.
: The calculation degrades gracefully — a missing input just contributes zero to that component of the score rather than breaking the calculation, so incomplete data doesn't produce a nonsensical or erroring result.

Succession Planning

About this module

Capabilities

Ranked Successor Candidates

9-Box Grid — Potential × Performance

Transparent, Formula-Based Readiness Score

Flight Risk Tracking

HR Always Has the Final Word

Full Audit History

Frequently asked questions