Gathering data. We gather the standard background information, including demographics, career history, performance reviews, functional experience, 360-degree feedback, and so forth. However, we also provide a customized list of preferred CEO characteristics — mission-critical competencies that the organization has determined are necessary for CEO success. Each candidate is measured against those competencies. The EPR also provides a cognitive assessment and measures candidates' leadership effectiveness and strengths. This is all accomplished with the board's guidance but without requiring their direct involvement until the results are gathered and processed.

Organizing data. The information obtained through these activities is organized so that all relevant information is quantified and standardized among all the candidates. Each factor appears on each candidate's EPR in exactly the same space of the report. That means the strengths and weaknesses for any one candidate in any particular area can be compared easily and directly to other candidates'.

This is in sharp contrast to reliance on a hodgepodge of anecdotal reports and hearsay, or trying to compare mismatched performance scales from a variety of sources.

The EPR's organization of information promotes objectivity and fairness. It creates a level playing field for all players to be evaluated with integrity and impartiality. This data also serves as a valuable resource to aid understanding and to verify information that comes directly from the candidate or other sources.

Making data accessible. While the EPR is comprehensive, it is delivered in an uncomplicated format for ease of review. Although backed by volumes of data that can be accessed at any time, each candidate's report is contained on one side of a single sheet of paper, making straightforward, side-by-side comparisons simple. As high-potentials progress toward readiness, and as the organization's needs and goals change, the EPR profile information can be updated quickly and easily.