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1. SUCCESSION & CAREER PLANNING
Your Company Name
1

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

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

4. Identify the Critical Position (1/2)
4
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.

5. Identify the Critical Position (2/2)
5
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.

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

7. Succession Plan Sample Flowchart
7
This slide shows a
succession planning
specimen defining
designations and
employee readiness to
takeover that position.
CEO
VP Sale VP Service VP Marketing
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

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
We have specified here
various planning
elements, objectives and
necessary planning tools
that are required for
succession planning
implementation.

9. Key Succession & Career Planning Metrics
9
02
Whether the employee
seems excited about his or
her current position, or
ready for a career move?
Risk of
Loss
03
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audience's attention.
Key Succession
Planning Metric
04
Does the employee have
the skills and experiences
needed to be successful in
his next role?
Readiness
05
What would be the impact
on the organization when
an employee will leave?
Impact of
Loss
Does the employee
demonstrate the ability and
qualities to take on additional
responsibilities and roles?
Potential
01

10. Development of Succession and Career Plan
10
In order to develop a
successful succession &
career plan indicate the
step wise planning
required along with the
business & succession
management focus.
SM
Focus
Text Here
Healthy
Leadership and
key individual
contributor bench
Text Here
Text Here
Business
Focus
Text Here
Competitive parity
and business
growth
Business
process
effectiveness
Skill
development
by leader
5.8%
50.8%
30.1%
25.2%
4. Talent
Mobility and Upgrading
Predictive
3. Succession
Planning and Management
Business-
Aligned
2. Executive
/Sr.Leader Replacement
Effective
1. Individual
Development Planning
Effective

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
Dealingwith
ambiguity
Decision
quality
Developing
directreports
&others
Drivefor
results
Interpersonal
savvy
Managerial
courage
Managing
vision&
purpose
Managing&
measuring
work
Priority
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
aligned
Dynamically
responsive
Derailers:
Betrayal
oftrust
Defensiveness
Lackofethics
&values
Failuretostaff
effectively
Insensitiveto
others
Performance
problems
Megan Markle E VE O NS DP NP O NP O
Text here
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. 40
40
45
50
55
60
65
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
Roadblocks to Succession and Career Planning
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This slide specify the
obstacles in the pathway
of succession planning, in
percentage.

14. Overcoming Roadblocks in Succession and Career Planning
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
14
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
15
In order to train and
develop the employees for
future positions, we have
specified a plan.

16. Key Development Practices
16
Initiative Type of Developmental Practice
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
List down the talent and
development initiatives for
succession planning along
with the development
practices that needs to be
undertaken.
LeastMeaningfulMostMeaningful

17. Evaluate, Monitor and Observe Succession Planning
17
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 Here
Text Here
Text Here
Text Here
Text Here
Text Here
Text Here
Text Here
Continuously evaluate
and monitor succession
planning process with the
help of table mentioned.

18. Succession Planning Backup Summary- Simple Format
18
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
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. 11:00 am - 11:15 am
Let’s Take a
Break
Coffee Break
20

21. Post It
21
02
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01
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22. Our Team
22
Name Here
General manager
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Name Here
Editor
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Name Here
Graphic designer
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23. Comparison
23
75.34 user
60.23 user
20.12 user
75.34 user
60.23 user
50.10 user
VS
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Female
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Male

24. About Our Company
24
Values Client
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Professional
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Target Audiences
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25. Financial
25
$234 $422
30% 50%
01 02 03 04
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26. Our Goal
26
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01
02
03
04

27. Our Mission
27
Our Vision
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Our Mission
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Our Goals
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Puzzle
28
01
02
03
04
04
01
02
03

29. Lego
29
01 02 03 04 05
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30. Magnify Glass
30
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31. 31
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