Creator: Brendan
Date: 20 October 2026
Topic: MyFocus Talent Planning
Edition: Overview v8 / Coming Soon / release library 2026.10.1.0
Matching deck: MyFocus_Talent_Planning_Overview_Final_v8.pptx
Format: Synthesia-ready written narration and scene directions. No produced video or audio.
Estimated duration: 257 seconds at approximately 141 words per minute plus three-second scene allowances. Final voice timing requires production review.
Pronunciation: MyFocus = My Focus. HRFocus = H R Focus.
Production use: Narration is the spoken text. Scene directions are not spoken. Use the supplied cleared stills. The internal source and capture record remains outside the public narration.

SCENE 01 - Talent Planning
Timeline: 0-24 seconds
On-screen text: Coming soon to HR, managers and employees
Visual: Opening title
Production direction (not spoken): Opening title. Keep Coming Soon visible. The transparent official HRFocus logo sits at the top right.
NARRATION
Welcome to the upcoming MyFocus Talent Planning experience. Succession coverage and career development come together in a responsive workspace. H R can find planning priorities across the organisation. Managers can review their reporting teams. Employees can understand their recorded career direction and the development work that supports it.
Transition: short dissolve.

SCENE 02 - HR’s view of planning coverage
Timeline: 24-53 seconds
On-screen text: Current-year records, filtered groups and employee plans
Visual: 02-hr-overview.png
Production direction (not spoken): Hold on the HR workspace summary and filters. Explain the distinction between Completed process and the planning tiles. Do not imply that the excerpt shows an executed filter or completed save.
NARRATION
The H R workspace uses each employee’s latest talent record for the current financial year. Company, department and process filters help focus the population. Select a summary tile to review a planning group, then open the employee’s plan. Completed describes the review process. A recorded career or succession plan is a separate measure. Administration provides links to the existing secured tools.
Transition: short dissolve.

SCENE 03 - Successors and readiness periods
Timeline: 53-83 seconds
On-screen text: Candidate selection needs Save to become a recorded plan
Visual: 03-succession.png
Production direction (not spoken): Show the readiness-period excerpt. The plus controls and candidate chips support the explanation. Do not simulate Employee Search, Submit selected or Save completion on this still.
NARRATION
A Succession Plan records potential successors for the selected employee’s role. Configured periods separate ready-now candidates from longer-term preparation and interim cover. An authorised editor can use the plus button to search for employees and choose Submit selected. That changes the plan on screen. Save persists the candidates and risk actions. A candidate entry records planning intent and does not appoint the person.
Transition: short dissolve.

SCENE 04 - Planning coverage at a glance
Timeline: 83-113 seconds
On-screen text: Overlapping measures across the full filtered population
Visual: 04-insights.png
Production direction (not spoken): Show the approved native coverage chart. Let the viewer read the six, five, four and two values as an example. Keep chart-type and department-coverage statements general. This scene does not show those controls being exercised.
NARRATION
Insights summarises all matching employees in the authorised scope, including people beyond the visible page. The coverage chart compares headcount with recorded career plans, succession plans and ready-now plans. A person can contribute to more than one measure, so the bars are not separate groups to add together. The interface also offers chart display choices and department coverage for a closer review.
Transition: short dissolve.

SCENE 05 - Managers take the conversation forward
Timeline: 113-144 seconds
On-screen text: Direct and indirect reporting staff within authorised access
Visual: 05-manager-cards-native-no-faces.png
Production direction (not spoken): Show the current native cards with placeholder portraits. Focus on Ahsoka Tano and Leia Organa, the counts and the two plan action icons. Do not open fixture links as evidence of live permissions.
NARRATION
Where the manager workspace is enabled and access allows it, Team Talent Planning covers direct and indirect reporting staff. Grid and Cards provide alternate views. Career choices count populated planning periods. Successor assignments count entries, so the same candidate in different periods can count again. The action icons open Career Path or Succession Plan. Audience settings determine whether the manager can edit each plan.
Transition: short dissolve.

SCENE 06 - The employee’s own career view
Timeline: 144-171 seconds
On-screen text: Employee context and history, with audience-controlled editing
Visual: 06-employee-context-native-no-faces.png
Production direction (not spoken): Show the current native employee-details, qualifications and career-history excerpt. The placeholder contains no face. Ratings and the audience badge are outside this focused crop and must not be represented as visible here.
NARRATION
Employees can open their own Career Path. In Leia Organa’s example, current employee details sit alongside qualifications and career history. Recorded ratings provide further context lower on the page. The self-service audience controls whether the employee can edit. An employee viewing their own plan does not receive access to other employees’ plans through this route.
Transition: short dissolve.

SCENE 07 - Visible growth options
Timeline: 171-200 seconds
On-screen text: Configured periods organise recorded career aspirations
Visual: 07-career-options.png
Production direction (not spoken): Show the four-period Career Path excerpt. Hold on the actual role text. The view-only excerpt does not show editor Position Search, so describe it without inventing a control or success state.
NARRATION
Leia’s four recorded career stages range from Jedi Archives Digital Programme Lead to Jedi Academy Director. The organisation configures the period labels, with additional periods available when configured. Where editing is allowed, Position Search helps select a future role. The recorded options give the conversation direction. Saving them records an aspiration and does not approve a promotion or move the employee.
Transition: short dissolve.

SCENE 08 - Development actions support the direction
Timeline: 200-229 seconds
On-screen text: Development work, risk context and an explicit Save
Visual: 08-development.png
Production direction (not spoken): Show the expanded native development area. Hold for each matching row. Risk, rating, comments and Save are outside this excerpt. Do not manufacture a save confirmation or a completed development outcome.
NARRATION
Development rows connect each area with a description, an action and a time frame. Leia’s plan includes Jedi Council mentoring, Jedi Archives operations and an Academy leadership capstone. The expand control gives this work more room. The wider Career Path also holds risk, rating and comments. Authorised editors must click Save to persist changes. Unsaved entries remain changes on screen.
Transition: short dissolve.

SCENE 09 - A connected Talent conversation
Timeline: 229-257 seconds
On-screen text: Coming soon: wider coverage and clearer career conversations
Visual: Closing title
Production direction (not spoken): Closing recap and preview invitation. Keep Coming Soon visible and the official HRFocus logo at the top right. No launch date or availability commitment.
NARRATION
Coming soon, MyFocus Talent Planning connects the organisation’s succession view with the career direction recorded for each employee. H R can identify coverage priorities and managers can continue the discussion with their teams. Employees can see the plan within their access. Contact your H R Focus representative to arrange a preview and discuss the configuration for your organisation.
Transition: short dissolve.
