Discover our Simple Succession Plan Template, a comprehensive tool for identifying, developing, and tracking potential leaders within your organization.
1
Identify key positions to be covered by the Succession Plan
2
Identify potential candidates for key positions
3
Create a competency and skills catalog for each key position
4
Evaluate potential candidates against the competency and skills catalog
5
Plan and conduct personal development interviews with potential candidates
6
Develop individual career plans for potential candidates
7
Devise Training and Development programs for potential candidates
8
Monitor and track the progress of potential candidates in their development programs
9
Approval: HR Manager on the potential candidates and their development progress
10
Incorporate feedback and revise individual career plans
11
Identify backup candidates for key positions
12
Approval: CEO on the final Succession Plan
13
Prepare and maintain succession plan documentation
14
Communicate succession plan to relevant stakeholders
15
Arrange ongoing support and mentorship for potential candidates
16
Review and update the Succession Plan regularly
Identify key positions to be covered by the Succession Plan
This task involves identifying the key positions within the organization that need to be covered by the Succession Plan. By determining these key roles, the organization can ensure that there is a clear plan in place for when incumbents leave or move to new positions. The impact of this task is crucial as it ensures business continuity and minimizes disruptions caused by turnover. To complete this task, consider the following questions: Which positions are critical to the organization's success? What are the potential risks if these positions are left vacant? Are there any emerging roles that need to be included in the Succession Plan? Form Fields: 1. dropdown - Select the key positions to be covered
1
CEO
2
CFO
3
CTO
4
VP of Sales
5
VP of Marketing
Identify potential candidates for key positions
Create a competency and skills catalog for each key position
Evaluate potential candidates against the competency and skills catalog
Plan and conduct personal development interviews with potential candidates
Develop individual career plans for potential candidates
Devise Training and Development programs for potential candidates
Monitor and track the progress of potential candidates in their development programs
Approval: HR Manager on the potential candidates and their development progress
Will be submitted for approval:
Evaluate potential candidates against the competency and skills catalog
Will be submitted
Plan and conduct personal development interviews with potential candidates
Will be submitted
Develop individual career plans for potential candidates
Will be submitted
Monitor and track the progress of potential candidates in their development programs
Will be submitted
Incorporate feedback and revise individual career plans
Identify backup candidates for key positions
Approval: CEO on the final Succession Plan
Will be submitted for approval:
Identify backup candidates for key positions
Will be submitted
Prepare and maintain succession plan documentation
Communicate succession plan to relevant stakeholders
Arrange ongoing support and mentorship for potential candidates
