This component usually draws input from two sources: the employee, often in conjunction with a performance management program; and the manager, also as part of a formal process, or on an ad hoc basis. 

Most organizations do not use this component. If they do, it has limited value because it must be constantly updated. Again, using the component is questionable if the data lacks credibility. There is sometimes an implied commitment in the employee's view if a manager identifies him/her as a candidate for a higher position.

Level TWO - Transactions / Reports