Measure how effectively an identified leadership pipeline turns eligible candidates into actual promotions. Enter the number of people ready for consideration, the promotions completed, and an internal target rate. The calculator returns the current conversion rate, the number still awaiting promotion, and the additional promotions needed to reach the target. Use one consistent review period and candidate definition so the result reflects a real stage-to-stage conversion rather than unrelated headcounts.
Conversion rate = Promoted candidates ÷ Eligible candidates × 100
Promotions at target are rounded up because a fraction of a person cannot be promoted.
The percentage shows the share of promotion-ready candidates who moved into leadership roles during the selected period. The gap translates a rate target into a concrete headcount.
A low conversion rate does not identify the cause. Review role availability, readiness standards, selection outcomes, and candidate withdrawals before acting.
With 40 eligible candidates and 12 promotions, conversion is 12 ÷ 40 × 100 = 30.0%. A 40% target requires 16 promotions, leaving a gap of 4.
No. Include only people who passed the readiness gate used for this pipeline stage.
No. Promotions cannot exceed the eligible candidate count for the same cohort and period.
A target headcount must be a whole person, so the calculator rounds the required count upward.
Not by itself. A high rate may reflect strong development, limited eligibility, or a very selective readiness gate.
Use a period long enough for promotion decisions to occur, such as a quarter or year, and keep it consistent.
| Variable | Meaning |
|---|---|
| Eligible candidates | People who reached the promotion-ready stage |
| Promoted candidates | Eligible people appointed during the same period |
| Target rate | Internal conversion goal used for gap analysis |