This document provides an overview of succession planning for a company. It covers key topics such as identifying critical positions, assessing employee competency and potential, developing succession and career plans, managing ongoing processes, addressing roadblocks, and evaluating succession planning. Various templates and charts are presented, such as an employee assessment grid, succession plan flowchart, and tables for tracking succession planning tasks and backup candidates for key positions. The goal is to help ensure leadership sustainability and continuity within the organization.

1. Business
Succession
Planning
Your Company Name
1

2. Content
Succession and Career
Planning Overview
Employee Competency and
Assessment Grid
Succession Plan Sample
Flowchart
Identify the
Critical Position
Succession Planning
Modelling Chart
Key Succession & Career
Planning Metrics
Development of Succession
and Career Plan
Manage
Ongoing Process
Overcoming Roadblocks in
Succession and Career Planning
Key
Development Practices
Evaluate, Monitor and Observe
Succession Planning
Succession Planning Backup
Summary
Performance
Improvement Plan
Roadblocks to Succession and
Career Planning
2

3. Evaluate , Monitor and
Observe Succession Planning
Employee
Competency and Assessment Grid
Manage
Ongoing Processes and Action Plan
Training &
Development
Identify
Critical Positions
Development
of Succession and Career Plan
Key
Succession Planning Metrics
3
SuccessionandCareer
PlanningOverview

4. Identify the Critical Position 1/2
Succession Planning
Business- Critical Position 1 Ready now 1-2 years > 2 years (year estimated)
Head of Sales
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Business- Critical Position 2 Ready now 1-2 years > 2 years (year estimated)
Head of Operations
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Business- Critical Position 3 Ready now 1-2 years > 2 years (year estimated)
Head of R&D
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This slide covers the
critical positions that
require succession
planning along with the
time frame.
4

5. Identify the Critical Position 2/2
Position
Variability in
Performance
Impact on
Strategic
Outcomes
Scarcity of
Resource
Impact on Other
Strategic
Activities
Total
Score
Job A 3 3 2 2 10
Job B 4 4 4 3 15
Job C 4 5 4 3 16
Instructions:
Complete the table for each job using a scale from 1 (low) to 5 (high)
Highest total score = most critical
Here we have listed job
positions and their
relevance in different
criteria's. Rate the position
on basis of relevance in
those criteria’s.
5

6. 6
EmployeeCompetency
andAssessmentGrid
High
Growth
Limited
Needs
Improvement
Meets
Expectations
Exceeds
Expectations
High Performance
/High Potential
Enhance Current
Role
Bad Hire/Replace/
Counseling
Current Role
Must Be
Enhanced
Low
Performance/
Low Potential
Succession
Planning
Candidate
Performance High
LeadershipPotential
High
Low
This model helps to
easily identify
individual’s performance
and potential for the
specific position in the
coming future.

7. CEO
VP Sale
VP Service
VP Marketing
Succession Plan Sample Flowchart
7
Name Readiness
Rich kemp 1-2 years
Min lee 2 years
Name Readiness
Jene Smith Ready now
Text Here Text here
Name Readiness
Min Lee 3Years
Text Here Text here
Name Readiness
Chairs Brown 1 Years
Text Here Text here
This slide shows a
succession planning
specimen defining
designations and
employee readiness to
takeover that position.

8. Succession Planning Modelling Chart
8
Succession Planning Elements Succession Planning Objective Succession Planning Tools
Build a leadership pipeline Ensure organizational leadership sustainability
• Leadership competency development plan
• Leadership talent pool development
• Text here
Develop critical function successors
Mitigate impact of attention and employee mobility on the
utility’s critical functions
• Recent retiree consulting
• Monitoring
• Text here
Staff Development Develop layers to perform organizational functions
• Staff development plans
• Cross-training and work rotation
• Your text here
Add succession planning element here Add succession planning objective here
• Update and modify compensation and
classification system
• Career path planning
Add succession planning element here Add succession planning objective here
• Update and maintain key organization
knowledge resource
• Documents and codify key processes and
functions
• Expert interview
• Your text here
Build a leadership pipeline Ensure organizational leadership sustainability
• Leadership competency development plan
• Leadership talent pool development
• Text here
We have specified here
various planning elements,
objectives and necessary
planning tools that are
required for succession
planning implementation.

9. 9
KeySuccession&Career
PlanningMetrics
Does the employee demonstrate the ability
and qualities to take on additional
responsibilities and roles?
Potential
Whether the employee seems excited about his or
her current position, or ready for a career move?
Risk of Loss
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Key Succession Planning Metric
Does the employee have the skills and experiences
needed to be successful in his next role?
Readiness
What would be the impact on the organization
when an employee will leave?
Impact of Loss

10. Development of Succession and Career Plan
10
Predictive
Business-
Aligned
Effective
SM
Focus
Business
Focus
Text Here Text Here5.8%
4. Talent
Mobility and Upgrading
Healthy
Leadership and
key individual
contributor bench
Competitive parity
and business
growth
50.8%
3. Succession
Planning and Management
Text Here
Business
process
effectiveness
30.1%
2. Executive
/Sr.Leader Replacement
Text Here
Skill
development
by leader
25.2%
1. Individual
Development Planning
Effective
In order to develop a
successful succession &
career plan indicate the
step wise planning required
along with the business &
succession management
focus.

11. Manage Ongoing Process 1/2
11
Leadership Competencies Rating:
N/A – not applicable IE – Ineffective SE – Somewhat Effective E – Effective
VE – Very Effective O - Outstanding
Name of
individual
Business
acumen
Dealing with
ambiguity
Decision
quality
Interpersonal
savvy
Manageria
l courage
Managing
courage
Managing vision
& purpose
Managing &
measuring work
Priority
setting
Problem
setting
Problem
solving
Strategic
agility
John Smith
VE E E O O O SE IE SE SE O O
Text here
Cultural Capabilities Rating: n/a, ie, se, e, ve, o
Derailer Assessment Rating:
Np – not a problem pnp – probably not a problem ns – not sure pp – probably a problem dp – definitely a problem ne– not enough information
Name of
Individual
Tenaciously
resourceful
Passionately
aligend
Dynamically
responsive
Derailers:
Betrayal of
trust
defensiveness
Lack Of
Ethics &
Values
Failure To
Staff
Effectively
Insensitive to
others
Performan
ce problem
Megan
Markle E VE O NS DP NP O NP O
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Here we are assessing the
employees on the basis of
variety of factors to
determine their readiness
for succession planning.

12. Manage Ongoing Processes 2/2
Employee Information
Name: Current Job Title:
Date of Meeting/Interaction: Individual/s Providing Feedback:
Cultural Capabilities – Provide any Feedback on Behaviors Related to Our Cultural Capabilities
Tenaciously Resourceful
Dynamically Responsive
Passionately Aligned
Cultural Capability
Leadership Competencies: Ratings: (N/A – Not Applicable, IE – Ineffective, SE – Somewhat Effective, E – Effective, VE –
Very Effective, O – Outstanding)
Business Acumen: Dealing with Ambiguity: Decision Quality: (SE)
Developing Direct Reports and Others: (E) Drive for Results: (O) Interpersonal Savvy: (VE)
Managerial Courage: (E) Managing Vision and Purpose: (O) Managing and Measuring Work: (VE)
Describe Purpose For Rating/S Above, Be As Specific As Possible:
Text Here
Functional Competencies:
Text Here Text Here Text Here
12
Here we are assessing the
employees on the basis of
variety of factors to
determine their readiness
for succession planning.

13. Roadblocks to Succession and Career Planning
13
80 70 60 50 40 30 20
0
10
20
30
40
50
60
70
80
90
Lack of Top
Management support
Lack of a Talent
Assessment database
Organization don’t encourage the
sharing of resources
Text here
Text here
Text here
Text here
This slide specify the
obstacles in the pathway of
succession planning, in
percentage.

14. Overcoming Roadblocks in Succession and Career Planning
14
Prioritize
Goals/
Solutions
Action Items
Which barrier will
prevent your
success?
What can you do to
reduce this barrie?
What are your
start and end dates
for reducing the
barrier?
Who can help you
reduce this
barrier?
What will be
evidence of
completion?
How will you
measure success
for this goal?
Priority:________
Process for employee
identification
Text Here Text Here Text Here Text Here Text Here Text Here
Priority:________
Streamline frequency
& duration of
interventions
Text Here Text Here Text Here Text Here Text Here Text Here
Priority:________
Common tool for
progress monitoring
Text Here Text Here Text Here Text Here Text Here Text Here
Priority:________
Other
Text Here Text Here Text Here Text Here Text Here Text Here
This slide shows the action
plan that needs to be
followed in order to
overcome succession
planning roadblocks.

15. Performance Improvement Plan
Improvement
Objectives
Success
Criteria
Additional
Support Required
Review
Schedule
Objective
Outcome
What individual should do to
improve performance
Set the success criteria's here
Support that an individual
require in order to achieve
standards
When will the progress be
reviewed ?
Action to be taken if
objectives are not met
Text Here Text Here Text Here Text Here Text Here
Text Here Text Here Text Here Text Here Text Here
Text Here Text Here Text Here Text Here Text Here
Text Here Text Here Text Here Text Here Text Here
15
In order to train and
develop the employees for
future positions, we have
specified a plan.

16. Key Development Practices
Position Variability in Performance
Action Learning Experiential Learning
Cross-Functional Job Rotations Experiential Learning
360-degree Feedback Assessment
Exposure to Senior Executives Education
External Coaching Coaching
Global Job Rotations Experiential Learning
Exposure to Strategic Agenda Education
Mentoring Coaching
Text Here Education
Text Here Education
Text Here Experiential Learning
Text Here Education
LeastMeaningfulMostMeaningful
16
List down the talent and
development initiatives for
succession planning along
with the development
practices that needs to be
undertaken.

17. Evaluate, Monitor and Observe Succession Planning
Succession
Planning
Task
Status
Start
Date
Quarter 1 Quarter 2 Quarter 3 Quarter 4
Task 1 Ongoing DD-MM-YY Jan Feb Mar Apr May June July Aug Sep Oct Nov Dec
Task 2 Finished DD-MM-YY
Task 3 Ongoing DD-MM-YY
Task 4 Finished DD-MM-YY
Task 5 Ongoing DD-MM-YY
Task 6 Text Here DD-MM-YY
Task 7 Text Here DD-MM-YY
Task 8 Text Here DD-MM-YY
Task 9 Text Here DD-MM-YY
Text Here
Text HereText Here
Text HereText Here
Text HereText Here
Text HereText Here
Text HereText Here
Text HereText Here
Text HereText Here
Text HereText Here
17
Continuously evaluate
and monitor succession
planning process with
the help of table
mentioned.

18. Succession Planning Backup Summary- Simple Format
Key Position
Title
Incumbent
Name
Position
Vulnerability
Succession Candidate
Names
Open in
< 1 yr
Open in
1–3 yrs
Open in
3 + yrs
Ready in
< 1 yr
Ready in
1–3 yrs
Ready in
3 + yrs
Head of
Marketing
Text Here Text Here Text Here Text Here Text Here Text Here Text Here
Head of Sales Text Here Text Here Text Here Text Here Text Here Text Here Text Here
Head of R&d Text Here Text Here Text Here Text Here Text Here Text Here Text Here
Position 4 Text Here Text Here Text Here Text Here Text Here Text Here Text Here
Position 5 Text Here Text Here Text Here Text Here Text Here Text Here Text Here
18
This table covers key
positions for succession
along with name of
candidates and their
relevant positions.

19. Succession Planning Backup Summary- Detailed Format
19
Name: Title:
2. Special Assignment
Assignments to be Given this year
Overall Performance Summary
Indicate recent performance details
3. Training: (What Specific Training or Seminars are
Training recommended for development
Development Needs:
1. On the Job :
Action plan for employee this year
Recommended Next Position:
Highlight the details of next assignment
Key Strengths:
Indicate key technical competencies
Development Needs:
Indicate the requirements for the next level
Potential for Promotion
Indicate the employee readiness level
Ready Now for the Next Level.
Ready in the Next 24 Months.
Ready in 2 to 3 Years.
List down the employee
strengths and training
and development
needs for future job
positions.

20. 20
CoffeeBreak
Time for Relax
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21. 21
OurMission
Our Vision
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Our Goal
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Our Mission
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22. Our Best Team
22
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Name Here
Designation
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Name Here
Designation
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Name Here
Designation

23. 23
AboutUs
Target Audiences
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Values Client
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Professional
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24. Comparison
75.534 User
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01
63.321 User
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02
24

25. Our Goal
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Target 04
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Target 01
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Target 02
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Target 03
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26. Financial
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Minimum
50%
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Medium
60%
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Maximum
75%
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27. Puzzle
01
02
03
04
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28. Magnifying Glass
01
Text Here
02
0304
05
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29. Sticky Notes
01
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03
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04
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30. 30
ThankYou
Address:
# street number, city, state
Contact Numbers:
0123456789
Email Address:
emailaddress123@gmail.com