Page 79 - Psychological Management of Individual Performance

58 debis career development center

FIGURE 3.1 Pre-selection, dCDC and the portfolios are the constituents of an integrated develop-
ment process

The debis Career Development Center and the development portfolios differentiate
three groups of potentials (as shown in Figure 3.2) with a special development perspec-
tives: the “long-term potential” classification applies to those who can fill the department
manager position after undergoing further development steps and more unique diagnos-
tics for examining potential. These individuals will be re-classified by future committee
decision. Those classified as “short-term potential” can fill the position after completing
a short concrete development project and following reconsideration by a general com-
mittee. “Immediate potentials” can fill the position after the Development Center and by
committee decision.
The three core components of the internal development of managers are the pre-
selection process, the dCDC, and the development portfolio. Potentials enter the pre-
selection procedure no later than two years after their entrance into the division promotion
system—for example, in the context of internship programs. The first assessment in the
pre-selection process that takes place is related to the individual’s general potential for
a managerial position. The immediate superior—who consults with peer managers as
well as the higher-level supervisor—makes this assessment. In addition to that proce-
dure, employees are encouraged to apply for the dCDC program themselves, contacting
their personnel manager and obtaining superiors’ statements about managerial potential.
When different sources disagree about potential, the personnel manager initiates a single
assessment procedure carried out by the personnel department or by high-level person-
nel. The management committee always makes the final decision about participation
in the dCDC (see Figure 3.3). Identifying managerial potential goes hand in hand with
developing promotion possibilities. In summary, classifying individuals into one of the
three aforementioned potential groups (long-term, short-term, immediate potential) is
based on past achievement, statements about managerial potential, and on assessment