Generate Manager Talking Points

Overview

This skill produces structured talking points for managers preparing for employee performance discussions. It covers:

• Pulling employee talent profiles with skills, competencies, and career aspirations
• Aggregating goal progress data including completion rates and milestone tracking
• Collecting peer feedback, self-assessments, and prior review ratings
• Synthesizing performance metrics into actionable discussion topics
• Generating conversation frameworks for reviews, 1:1s, and development planning sessions

When to use:

• Before annual or mid-year performance reviews
• Preparing for regular 1:1 meetings with direct reports
• When onboarding as a new manager and needing team context
• During talent calibration sessions requiring evidence-based discussion
• Before career development conversations or promotion discussions

Prerequisites

• Roles: sn_hr_talent.manager, sn_hr_core.manager, sn_hr_talent.admin, or admin
• Plugins: com.sn_hr_talent (Talent Management), com.sn_hr_core (HR Core)
• Access: Read access to sn_hr_talent_profile, sn_hr_talent_goal, sn_hr_talent_review, sn_hr_talent_feedback tables
• Knowledge: Understanding of your organization's performance rating scale, competency framework, and review cycle cadence

Key Talent Tables

Table	Purpose	Key Fields
sn_hr_talent_profile	Employee talent profiles	user, skills, competencies, career_interests, potential_rating, risk_of_loss, last_review_date
sn_hr_talent_goal	Employee goals and objectives	user, short_description, category, status, percent_complete, due_date, weight, metric_value
sn_hr_talent_review	Performance review records	user, review_cycle, overall_rating, reviewer, state, comments, review_date
sn_hr_talent_feedback	Peer and manager feedback	user, feedback_type, provider, content, rating, created_on
sys_user	Employee profile	name, title, department, manager, location, date_joined

Procedure

Step 1: Retrieve Employee Talent Profile

Query the employee's talent profile for skills, competencies, and career data.

Using MCP (Claude Code/Desktop):

Tool: SN-Query-Table
Parameters:
  table_name: sn_hr_talent_profile
  query: user=[employee_sys_id]
  fields: sys_id,user,skills,competencies,career_interests,potential_rating,risk_of_loss,strengths,development_areas,last_review_date,current_role_tenure
  limit: 1

Using REST API:

GET /api/now/table/sn_hr_talent_profile?sysparm_query=user=[employee_sys_id]&sysparm_fields=sys_id,user,skills,competencies,career_interests,potential_rating,risk_of_loss,strengths,development_areas,last_review_date&sysparm_limit=1&sysparm_display_value=true

Step 2: Gather Goal Progress

Query the employee's current goals and completion status.

Using MCP:

Tool: SN-Query-Table
Parameters:
  table_name: sn_hr_talent_goal
  query: user=[employee_sys_id]^active=true^ORDERBYDESCdue_date
  fields: sys_id,short_description,category,status,percent_complete,due_date,weight,metric_value,metric_target,comments,created_on
  limit: 20

Using REST API:

GET /api/now/table/sn_hr_talent_goal?sysparm_query=user=[employee_sys_id]^active=true^ORDERBYDESCdue_date&sysparm_fields=sys_id,short_description,category,status,percent_complete,due_date,weight,metric_value,metric_target,comments&sysparm_limit=20&sysparm_display_value=true

Step 3: Collect Feedback and Reviews

Pull peer feedback and prior review ratings.

Using MCP:

Tool: SN-Query-Table
Parameters:
  table_name: sn_hr_talent_feedback
  query: user=[employee_sys_id]^ORDERBYDESCsys_created_on
  fields: sys_id,feedback_type,provider,content,rating,sys_created_on
  limit: 20

Using REST API:

GET /api/now/table/sn_hr_talent_feedback?sysparm_query=user=[employee_sys_id]^ORDERBYDESCsys_created_on&sysparm_fields=sys_id,feedback_type,provider,content,rating,sys_created_on&sysparm_limit=20&sysparm_display_value=true

Pull prior review history:

Tool: SN-Query-Table
Parameters:
  table_name: sn_hr_talent_review
  query: user=[employee_sys_id]^ORDERBYDESCreview_date
  fields: sys_id,review_cycle,overall_rating,reviewer,state,comments,review_date,strengths_noted,areas_for_improvement
  limit: 5

Step 4: Generate Talking Points

Build structured talking points from aggregated data:

Tool: SN-Execute-Background-Script
Parameters:
  script: |
    var empSysId = '[employee_sys_id]'; // Replace with target employee
    var talkingPoints = {
      generated_date: new GlideDateTime().toString(),
      employee: {},
      goal_summary: { total: 0, on_track: 0, at_risk: 0, completed: 0, avg_completion: 0 },
      strengths: [],
      development_areas: [],
      feedback_themes: { positive: [], constructive: [] },
      review_history: [],
      discussion_topics: [],
      suggested_questions: []
    };

    // Employee info
    var user = new GlideRecord('sys_user');
    user.get(empSysId);
    talkingPoints.employee = {
      name: user.name.toString(),
      title: user.title.toString(),
      department: user.department.getDisplayValue(),
      manager: user.manager.getDisplayValue(),
      tenure: user.date_joined ? gs.dateDiff(user.date_joined.toString(), new GlideDateTime().toString(), true) + ' days' : 'Unknown'
    };

    // Goal progress
    var goals = new GlideRecord('sn_hr_talent_goal');
    goals.addQuery('user', empSysId);
    goals.addQuery('active', true);
    goals.query();
    var completionTotal = 0;
    while (goals.next()) {
      talkingPoints.goal_summary.total++;
      var pct = parseInt(goals.percent_complete.toString()) || 0;
      completionTotal += pct;
      if (pct >= 100) talkingPoints.goal_summary.completed++;
      else if (pct >= 50) talkingPoints.goal_summary.on_track++;
      else talkingPoints.goal_summary.at_risk++;
    }
    if (talkingPoints.goal_summary.total > 0) {
      talkingPoints.goal_summary.avg_completion = Math.round(completionTotal / talkingPoints.goal_summary.total);
    }

    // Talent profile
    var profile = new GlideRecord('sn_hr_talent_profile');
    profile.addQuery('user', empSysId);
    profile.query();
    if (profile.next()) {
      talkingPoints.strengths = profile.strengths.toString().split(',').map(function(s) { return s.trim(); }).filter(Boolean);
      talkingPoints.development_areas = profile.development_areas.toString().split(',').map(function(s) { return s.trim(); }).filter(Boolean);
    }

    // Feedback themes
    var fb = new GlideRecord('sn_hr_talent_feedback');
    fb.addQuery('user', empSysId);
    fb.addQuery('sys_created_on', '>=', gs.monthsAgo(6));
    fb.query();
    while (fb.next()) {
      var content = fb.content.toString().substring(0, 200);
      var rating = parseInt(fb.rating.toString()) || 3;
      if (rating >= 4) talkingPoints.feedback_themes.positive.push(content);
      else if (rating <= 2) talkingPoints.feedback_themes.constructive.push(content);
    }

    // Review history
    var review = new GlideRecord('sn_hr_talent_review');
    review.addQuery('user', empSysId);
    review.orderByDesc('review_date');
    review.setLimit(3);
    review.query();
    while (review.next()) {
      talkingPoints.review_history.push({
        cycle: review.review_cycle.getDisplayValue(),
        rating: review.overall_rating.getDisplayValue(),
        date: review.review_date.toString()
      });
    }

    // Generate discussion topics based on data
    if (talkingPoints.goal_summary.at_risk > 0)
      talkingPoints.discussion_topics.push('Address ' + talkingPoints.goal_summary.at_risk + ' at-risk goals and identify blockers');
    if (talkingPoints.goal_summary.completed > 0)
      talkingPoints.discussion_topics.push('Recognize completion of ' + talkingPoints.goal_summary.completed + ' goals');
    if (talkingPoints.development_areas.length > 0)
      talkingPoints.discussion_topics.push('Review progress on development areas: ' + talkingPoints.development_areas.join(', '));
    if (talkingPoints.feedback_themes.constructive.length > 0)
      talkingPoints.discussion_topics.push('Discuss constructive feedback themes (' + talkingPoints.feedback_themes.constructive.length + ' items)');

    // Suggested questions
    talkingPoints.suggested_questions = [
      'What accomplishments are you most proud of this period?',
      'What obstacles are slowing your progress on current goals?',
      'How can I better support your development in [development_area]?',
      'Where do you see yourself in the next 12-18 months?',
      'What skills would you like to develop next?'
    ];

    gs.info('MANAGER TALKING POINTS:\n' + JSON.stringify(talkingPoints, null, 2));
  description: "Talent: Generate manager talking points for performance discussion"

Step 5: Search for Context by Theme

Using an encoded query for additional context:

Tool: SN-Query-Table
Parameters:
  table_name: sn_hr_talent_feedback
  query: user.nameLIKE[employee_name]^rating>=4^123TEXTQUERY321=leadership collaboration^sys_created_on>=javascript:gs.daysAgoStart(90)
  limit: 10

Tool Usage

Operation	MCP Tool	REST Endpoint
Query Talent Profile	SN-Query-Table	GET /api/now/table/sn_hr_talent_profile
Query Goals	SN-Query-Table	GET /api/now/table/sn_hr_talent_goal
Query Feedback	SN-Query-Table	GET /api/now/table/sn_hr_talent_feedback
Query Reviews	SN-Query-Table	GET /api/now/table/sn_hr_talent_review
Search by Theme	SN-Natural-Language-Search	N/A
Generate Summary	SN-Execute-Background-Script	POST /api/now/table/sys_trigger
Schema Discovery	SN-Discover-Table-Schema	GET /api/now/table/sys_dictionary

Best Practices

• Data Privacy: Never share raw peer feedback verbatim with the employee; synthesize into themes to protect contributor confidentiality
• Balanced View: Always include both strengths and development areas to avoid recency bias or halo effect
• Goal Alignment: Frame goal discussions in context of team and organizational objectives
• Evidence-Based: Ground every talking point in specific data (goal metrics, feedback quotes, review ratings) rather than impressions
• Forward-Looking: Dedicate at least 40% of talking points to future development, not just backward-looking performance assessment
• Calibration Context: Before reviews, check how the employee's ratings compare to team and department averages
• Cultural Sensitivity: Adapt talking point tone and structure to organizational culture and individual communication preferences
• Follow-Up Tracking: Document agreed-upon action items from the discussion as new goals or tasks

Troubleshooting

Talent Profile Returns No Data

Symptom: Query returns no talent profile for a known employee Cause: Talent profiles may not be auto-created; they require manager or HR action to initialize Solution: Check if the employee has an HR profile in sn_hr_core_profile instead. Some organizations use a different profile table or the talent module may not be fully deployed.

Goal Completion Percentages Are All Zero

Symptom: All goals show 0% completion even though progress has been made Cause: Goal tracking may use milestone-based completion rather than percentage, or updates are tracked in a related task table Solution: Check for a sn_hr_talent_goal_task or sn_hr_talent_milestone table that feeds completion. Query sys_db_object with nameLIKEgoal for related tables.

Feedback Content Is Encrypted or Restricted

Symptom: Feedback content field returns empty or encoded values Cause: HR feedback may be protected by field-level encryption or ACLs restricting manager access Solution: Verify the querying user has sn_hr_talent.manager role. Check if encryption is applied via sys_dictionary encryption attribute on the content field.

Examples

Example 1: Annual Review Preparation

Scenario: Manager preparing for annual performance review

Tool: SN-Query-Table
Parameters:
  table_name: sn_hr_talent_goal
  query: user=[employee_sys_id]^active=true^due_dateONThis year@javascript:gs.beginningOfThisYear()@javascript:gs.endOfThisYear()
  fields: short_description,status,percent_complete,weight,metric_value,metric_target
  limit: 15

Generated Talking Points:

• Opening: "Thank you for your contributions this year. Let us review your progress and plan ahead."
• Goal Progress: 8 goals set, 5 completed (63%), 2 on track, 1 at risk (Q4 revenue target at 35%)
• Strengths (from feedback): Consistently recognized for cross-team collaboration and technical mentorship
• Development Areas: Presentation skills (noted in 3 feedback entries), delegation (self-identified)
• Rating Context: Last review: Exceeds Expectations. Current trajectory: Meets/Exceeds
• Discussion Questions: "The Q4 revenue goal is behind; what support do you need to close the gap?"
• Development Plan: Recommend public speaking workshop; consider stretch assignment leading next all-hands

Example 2: Weekly 1:1 Quick Prep

Scenario: Manager needs a quick context refresh before a 30-minute 1:1

Tool: SN-Query-Table
Parameters:
  table_name: sn_hr_talent_feedback
  query: user.nameLIKE[employee_name]^sys_created_on>=javascript:gs.daysAgoStart(14)
  limit: 5

Generated Quick Notes:

• Goal Check-in: API migration project at 70% (was 55% last week); on track for March deadline
• Recent Feedback: Positive note from QA lead about improved test coverage documentation
• Open Item from Last 1:1: Employee requested training budget for cloud certification
• Suggested Opener: "Great progress on the API migration. How is the new testing approach working out?"

Related Skills

• hrsd/case-summarization - HR case context for performance discussions
• hrsd/sentiment-analysis - Employee sentiment analysis
• hrsd/resume-skill-extraction - Skills inventory for development planning
• hrsd/persona-assistant - HR persona-based assistance
• admin/workflow-creation - Automate review cycle workflows