Inside you’ll find functional templates and tools to help you along every stage of your succession planning process, including measuring the maturity of your current process, determining where to focus limited resources, defining what is required for success at each role, identifying those succession candidates, building and measuring your talent bench, documenting development needs, tracking progress and identifying those really important development opportunities, and finally, measuring and communicating the success of your process which we think is really the most important part of the processes, is closing that loop.
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Our succession planning template available in this free download will walk you through what is required at each stage of the succession process, along with some really helpful tips to get you started. Try to provide a range of activities that will ensure the candidate receives well-rounded training, and use this worksheet to track progress and completion. Make sure you work together with each succession candidate to find relevant and accessible development opportunities that they are interested in. It is important to create measurable goals with action plans and deadlines for each area of talent development and keep detailed progress notes on the candidate’s successes and setbacks.Īfter you’ve completed the development plan, decide on specific talent development activities using the Development Activities Worksheet. Work with the succession candidate to create their individual development plan and mutually decide which areas of talent development to focus on in the short, medium, and long-term. What are the most important or frequently used skills of the role?.What are the largest gaps between role requirements and the succession candidate’s abilities?.Next, choose the top development areas from the Success Profile and rank the candidate’s development opportunities based on two criteria: List all the positions that an individual may be a candidate for.
To fill out this template, begin by providing information on the succession candidate and their current role in the organization. Each of your potential successors should have their own Individual Development Plan that is reviewed annually to help build their readiness for future roles. To help structure this process we’ve created a template for an Individual Development Plan that identifies gaps in talent and allows you to monitor the development progress of succession candidates. Use the Succession Bench Worksheet to track the overall strength of your succession bench as well as to monitor the success of individual candidates in improving their skills and becoming more qualified candidates over time.Īfter assessing development needs, you can begin the talent development process. Provide the name and demographics for each succession candidate and record their progress over time. Level C: Potential successors ready for role in more than 5 years.Level B: Succession candidates ready for role in 3 to 5 years.
Level A: Succession candidates ready for role in less than 3 years.To fill out this form, first indicate incumbent and urgency information for the key position and list succession candidates according to three levels: Once you’ve completed the survey for each candidate, fill out the Succession Bench Template to organize who your top candidates are for each critical position in your organization. Be sure to complete the Succession Nomination Survey for each succession candidate. To add context to your evaluation, take note of any additional information on the potential successor and their skills along with their ratings. Consider consulting current role incumbents, senior management and succession advisory teams, leaders, peers, and direct reports of the succession candidate.
For these estimates, it’s important to consider input from multiple sources. For each succession candidate, rate your confidence in their potential performance for this role and provide an estimated timeline for how long the candidate will need before they are ready to take on the position.
To fill out the nomination survey, begin by indicating the name of the candidate and the critical position they are being considered for. A well-maintained Succession Bench is also a great way to measure the success of your overall succession plan. Results from the nomination survey are used to populate a draft Succession Bench that groups successors based on their readiness and provides an ‘eye-test’ measure of bench strength for the incumbent’s role. Begin this process by using the Succession Candidate Nomination Survey to help your succession planning team evaluate the potential of each candidate. Once a Success Profile has been built for each critical role, you are ready to nominate successors.
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