Frequently asked questions
Who is qualified for an ICAP?
- An employee transitioning from IC to people management role
- Minimum of 1.5 years tenure at level
- Minimum of solid contributor performance rating
- No competency gaps on the current role
- Availability of the new role within the organization
What if the employee does not meet the minimum tenure requirement?
Request for a deviation approval to your BU Head.
When can I trigger an ICAP enrollment?
You can endorse an ICAP during April and October Talent Review season.
To whom can I endorse an ICAP?
Discuss the ICAP plan to your L2 IS and/or BU Head. Once L2 IS and/or BU Head has been consulted, endorse it to your assigned RM.
What is the duration of the ICAP?
It depends on the potential gap of the employee. Usually a minimum of 1 year.
Can the initial duration be shortened or changed to a longer duration?
Yes, and that depends on the potential gaps of the employee and his/her progress but consider the timeline of the talent review (April and October).
How can I identify if an employee passed the ICAP?
Assess the employee's skills and competencies relevant to the new role. Also, assess his/her progress based on the success metrics set for his/her ICAP.
If he/she is ready based on the relevant skills and competencies required for the new role, and if he/she has achieved all the success metrics set that indicates she passed the ICAP.
How can I proceed with the ICAP confirmation?
Fill out the ICAP Confirmation form. Conduct a post-assessment for the skills and competencies relevant to the new role. He/She must meet the target competency level.
Provide actual achievement based on the success metrics set from the developmental activities section.