My company's high prospect (hp) pool consists of approx. 53 employees. The 2010 nomination process will begin in a few weeks. HPs are currently nominated by management and confirmed by senior management. I am interested in hearing about the nomination process in other organizations.

Sounds rather subjective. Do you have an objective way for management to assess employees and identify high potentials? Performance metrics? Leadership competencies?

This is typically the first step comapnies take towards identifying high potentials.

It is somewhat subjective. Employees in the pool have a development plan consisting of development activities that are tied to competencies. Those in the pool that do not complete a reasonable number (somewhat subjective as well) of development activities during the year are in danger of not being re-nominated. Many of these high prospects are also included in the organization's succession plan. We are looking for ways to tighten the metrics.

You can PM if you want to dicuss other methods of creating talent management/succession programs.